7.7 Interviewing Individuals with Disabilities

The Americans with Disabilities Act (ADA) requires the University to provide reasonable accommodation to qualified individuals with disabilities who are employees or applicants for employment, except when such accommodation would cause an undue hardship. The ADA also establishes rules about "disability-related inquiries," which consist of a question or series of questions that is likely to solicit information about a disability. The ADA prohibits all disability-related inquiries before an offer of employment, even if they are related to the job.

Key points to remember when interviewing a candidate with a disability:

• Ensure that the interview location is accessible to all people with disabilities.
• Do not assume that an applicant needs assistance.

• Do not ask questions regarding:

  • The nature of a disability

  • The severity of a disability

  • The condition causing a disability

  • Any prognosis or expectation regarding a disability

  • Whether or not the person will need treatment or special leave because of a disability

• You may ask an applicant:

  • To describe or demonstrate an essential position function(s) and whether they can perform the functions with or without accommodation.

  • If they are aware of any reason that she or he cannot perform the essential functions of the position.

    More information about the University’s disability accommodation policy and procedures is available online.