Employment Checklist For Hiring Persons
With Disabilities Practical Suggestions
 

Do! Don't!!
  • Do learn where to find and recruit people with disabilities. 
  • Do learn how to communicate with people who have disabilities. 
  • Do ensure that your applications and other company forms do not ask disability-related questions and that they are in formats that are accessible to all persons with disabilities. 
  • Do consider having written job descriptions that identify the essential functions of the job. 
  • Do ensure that requirements for medical examinations comply with the Americans with Disabilities Act (ADA). 
  • Do relax and make the applicant feel comfortable. 
  • Do provide reasonable accommodations that the qualified applicant will need to compete for the job. 
  • Do treat an individual with a disability the same way you would treat any applicant or employee with dignity and respect. 
  • Do know that among those protected by the ADA are qualified individuals who have AIDS, cancer, who are mentally retarded, traumatically brain injured, deaf, blind, and learning disabled. 
  • Do understand that access includes not only environmental access, but also making forms accessible to people with visual or cognitive disabilities and making alarms/signals accessible to people with hearing disabilities. 
  • Do develop procedures for maintaining and protecting confidential medical records. Do train supervisors on making reasonable accommodations. 
  • Don't assume that persons with disabilities are unemployable. 
  • Don't assume that persons with disabilities lack the necessary education and training for employment. 
  • Don't assume that persons with disabilities do not want to work. 
  • Don't assume that alcoholism and drug abuse are not real disabilities, or that recovering drug abusers are not covered by the ADA. 
  • Don't ask if a person has a disability during an employment interview. 
  • Don't assume that certain jobs are more suited to persons with disabilities. 
  • Don't hire a person with a disability if that person is a significant risk of substantial harm to the health or safety of the public and there is no reasonable accommodation to reduce the risk or the harm. 
  • Don't hire a person with a disability who is not qualified to perform the essential functions of the job even with a reasonable accommodation. 
  • Don't assume that you have to retain an unqualified employee with a disability. 
  • Don't assume that your current management will need special training to learn how to work with people with disabilities. 
  • Don't assume that the cost of accident insurance will increase as a result of hiring a person with a disability. 
  • Don't assume that the work environment will be unsafe if an employee has a disability. 
  • Don't assume that reasonable accommodations are expensive. 
  • Don't speculate or try to imagine how you would perform a specific job if you had the applicant's disability. 
  • Don't assume that you don't have any jobs that a person with a disability can do. 
  • Don't make medical judgements. 
  • Don't assume that a person with a disability can't do a job due to apparent and non-apparent disabilities. 
  • Don't assume that your workplace is accessible. 

How Do I Know If My Worksite Is Accessible? 

The following are some questions to keep in mind when determining physical accessibility: 

  • Are there designated parking spaces for persons with disabilities that are close to the entrance of the worksite? 

  • Is there a pathway without abrupt level changes or steps that leads from the parking area to the entrance? 

  • If ramps are used to provide access, are they appropriately graded and are handrails provided? 

  • Are the doors wide enough (36 inches) for people using wheelchairs? Are they easy to open (e.g., not excessively heavy, with easily grasped handles, or automatic)? 

  • Is the personnel office in an accessible location? 

  • Are pathways to the bathroom, water fountain, and public telephone accessible? Can people with disabilities use them? 

  • Are elevators accessible to all persons with disabilities (e.g., control panels lower than 54 inches from the floor, raised symbols or numbers on the control panels)? 

  • Is all signage appropriate and accessible for persons with visual, learning, and cognitive disabilities (including the use of symbols and graphics)? 

  • Does the emergency warning system include both audible and visual alarms? 

Where Can I Obtain Additional Information? 

President's Committee on Employment of People with Disabilities
(202) 376-6200 (VOICE), (202) 376-6205 (TTY/TTD), (202) 376-6219 (FAX) 

President's Committee's on Employment of People with Disabilities' Job Accommodation Network (JAN)
(800) 526-7234 (VOICE/TTY/TTD), (304) 293-5407 (FAX)
jan@jan.icdi.wvu.edu (e-mail) 

Disability and Business Technical Assistance Centers (DBTACs)
(800) 949-4232 (VOICE/TTY/TTD), (703) 525-6835 (FAX)

Access Board (VOICE) (800) 872-2253, (202) 272-5449 or (800) 993-2822 (TTY/TTD),  (202) 272-5447 (FAX)