Application Process

• Application forms should not solicit disability-related information.

• Application forms themselves should be accessible to applicants with disabilities.

• Be prepared to accommodate an applicant if they need assistance to complete an application or submit to an interview.

Some Possible Accommodations

• Providing written materials in accessible formats, such as large print, braille, or audiotape.
• Providing readers or sign language interpreters.
• Ensuring that recruitment, interviews, tests, and other components of the application process are held in accessible locations.
• Providing or modifying equipment or devices.
• Adjusting or modifying application policies and procedures.

 

Example: An employment application may not ask, "Do you need reasonable accommodation to perform this job?"

Example: An employment application may not ask, "Can you do these functions with___ without ____ reasonable accommodation? (Check One)"

Application forms should not solicit disability-related information and should be in a usable format.
Application forms themselves should be accessible to applicants with disabilities and provided in alternative formats if requested.

If an applicant with a disability needs a reasonable accommodation to complete an application or submit to an interview, the employer should provide it.

Employers are prohibited from making pre-employment inquiries about the existence, nature or severity of an individual's disability before a job is offered (29 C.F.R. §1630.13 and 29 C.F.R. §1630.14). Disability-related questions are permitted after a job has been offered if all employees in the same job category are asked the same questions (see ¶342).

Even the recruitment process is most successful when it is accessible to everyone, including individuals with disabilities. Check out the following Demand-Side Employment Placement Models Employer Toolkit: Accessible Recruitment Checklist from the Burton Blatt Institute.

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