Issues surrounding the disclosure of disability-related and medical information under the ADA are difficult for employers, employees, and job seekers.The amount of disability-related information that an employer may request under the ADA depends on which stage of the employment process is involved.To complicate matters, new regulations went into effect on March 24, 2014 for Federal Contractors regarding the recruitment and hiring of individuals with disabilities. Under the new Section 503 Regulations Federal contractors must invite applicants to self-identify as individuals with disabilities during the pre- and post-offer phases of the application process. Thus questions begin to arise in terms of how the Section 503 requirements fit with the ADA’s non-discrimination requirements. While technical assistance information has been made available by both the EEOC and The Office of Federal Contract Compliance Programs confusion remains. Just this session to get your questions answered and hear more about how this issue should be addressed by both employers and applicants/employees with disabilities alike.
- Joyce Walker Jones Senior Attorney Advisor, Equal Employment Opportunity Commission (EEOC)
- Naomi Levin, Branch Chief for Regulatory,Legislative and Policy Development, Division of Policy and Program Development, Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor
CE Recognition: CRCC, Cert. of Attendance, HRCI