All applicants, including those with disabilities, have a right to fully participate in the hiring process. All aspects of the hiring process must be made accessible. For example, if an interview location is inaccessible to those who use wheelchairs, the interview must be held in an accessible location.
3. Individuals who have visual disabilities can’t do jobs that involve using computers.
Innovations in assistive technology have enabled individuals with sensory disabilities to use email, the web and other software as quickly and effectively as anyone else. And the technology tools that enable them to do this are rapidly becoming more powerful and less costly.
4. Managers can always hire the most qualified applicant.
Applicants with disabilities do not get any special considerations during the hiring process. They must have the skills, competencies and experience needed to do the job, just like any other candidate.
5. During an interview, it’s OK to ask if the applicant has any disability which would prevent them from doing the job.
This one gets a little tricky. The problem with this question is the word “ever.” Employers can ask whether applicants are currently using illegal drugs and can require a drug screen for all applicants. But this question is asking about prior illegal drug use. Applicants cannot be discriminated against because of prior addictive disorders for which they are now in recovery.
8. At Cornell, we do not hire veterans with disabilities until they have completely recovered from their medical conditions.
Cornell is committed to hiring veterans, including those who have disabilities. Veterans with disabilities, like all veterans, bring a great deal to our workforce. We offer veterans with disabilities the accommodations and supports they might need to be engaged in our workforce. Applicants who are veterans might not talk about their disability during hiring. So all veteran applicants should be made aware of the veterans’ services and supports available at Cornell. Visit veterans’ resources to find out more.
9. Managers should record all disability information in the applicant’s hiring personnel record.
This question is permissible, but not as a disability inquiry. In other words, this is only a yes/no question; it is NOT a question about applicants’ possible disabilities or needed accommodations. If an applicant believes in good faith that they can perform the essential functions of the job (even if they know they will need an accommodation to do so), they can simply answer “yes” to this question and go on to the next question.