Most employers understand their fundamental
obligations under the Americans with Disabilities Act (ADA) to
protect against disability discrimination and to provide reasonable
accommodations to qualified disabled employees, enabling them
to perform essential functions of their jobs. But these
obligations continue to confuse employers in practice, especially
when it comes to hiring.
Employers want to make sure the person they hire can actually
perform the job, but often don't know how to obtain the
information necessary to make this assessment without violating the
law. A lawsuit recently filed by the EEOC against the owner and
operator of a nursing home illustrates how the ADA can impact the
hiring process, and reinforces the need to familiarize those
involved in hiring with the requirements of the
ADA.
Hearing-Impaired Applicant Denied Employment
In a lawsuit filed in a federal district court, the EEOC has
charged that Genesis Healthcare, LLC violated the ADA when it
declined to hire a deaf applicant for a position in the food
service department in one of its nursing facilities. EEOC v.
Genesis Healthcare LLC.
According to the EEOC, the applicant, who had experience in food
service, was offered the part time positions of Dietary Aide and
Cook 1/ Assistant Cook at the end of an interview with the
facility's Food Services and Hospitality Services Directors. A
few weeks later this individual was asked to submit to a second
interview with the facility Administrator and Human Resources
Manager. He was asked about his communication skills during this
interview, and was advised that he was not being selected for the
position, according to the lawsuit. The EEOC claims the facility
refused to hire the applicant because of his disability in
violation of the ADA.
The ADA And The Hiring Process
The ADA Amendments Act significantly broadened the scope of
individuals who are considered "disabled" under the Act.
EEOC regulations interpreting the ADAAA list deafness as an
impairment that "in virtually all cases" will satisfy the
definition of "disability." Therefore, an employer
interviewing a deaf or hearing-impaired candidate for a job
position should be sensitive to its obligations under the
ADA.
Of course, an applicant's alleged status as a
"disabled" individual, does not preclude an employer from
asking questions during an interview to determine whether the
applicant is qualified for the position sought. A
"qualified" individual is one who satisfies the requisite
skill, experience, education and other job-related requirements of
the employment position the individual holds or desires, and who,
with or without reasonable accommodation, can perform the essential
functions of such position. Thus, to determine if an applicant is
qualified, an employer must first identify the essential functions
of the position sought. Applicants can then be asked whether and
how they can perform such functions.
The EEOC has acknowledged that if an applicant has an
obvious disability, an employer also may ask
whether the applicant will need a reasonable accommodation to do
the job, and if so, what type of accommodation might be needed. But
employment should not be denied simply because the employer
believes that the applicant's impairment will make it
difficult, or even impossible, to perform the job. Nor can it be
denied to avoid the expense that might be associated with providing
a reasonable accommodation if the individual is hired, unless the
accommodation would pose an undue hardship.
Although there is no allegation in the EEOC's complaint against
Genesis that the deaf applicant requested or needed an
accommodation during the hiring process, employers should also
understand that the reasonable-accommodation obligation can be
triggered at that stage if an applicant needs assistance to
complete the application process.
The ADA imposes strict restrictions on an employer's ability to
make medical inquiries and conduct medical examinations of
applicants and employees. These restrictions vary depending upon
when the inquiry is made. No disability-related or medical inquiry
is permitted at the pre-offer stage. But post-offer/pre-employment
medical inquiries are permitted as long as this is done for
all entering employees in that job category.
Even when such inquiries are permitted, a job offer should not be
denied an individual with a disability based on the results, unless
you can demonstrate that the applicant is unable to perform the
essential functions of the position with or without a reasonable
accommodation or would pose a direct threat.
In its complaint against Genesis, the EEOC alleged that the Food
Services Director told the applicant during his first interview
that she thought the applicant had "great experience" and
offered him the job. It also alleged that in the second interview
– scheduled after the applicant was allegedly offered the job
– the Nursing Facility Administrator and Human Resources
Manager "grilled" the applicant about his
communication skills. Even assuming these allegations can be
proved, we can only speculate whether the Food Services Director
had authority to offer the applicant a job, why the facility
conducted a second interview, and why the initial offer of
employment was withdrawn. But if questions were asked of the
applicant about communication skills as alleged, the facility
should be able to establish that such skills were essential to the
functions of the job sought.
Employers may safely hire the most qualified applicant for the
position, and the ADA does not require that disabled applicants be
given preferential consideration. The key point to remember is that
the decision must ultimately be based on sound, business-related
reasons rather than a person's disability.
Takeaway
There are steps you can take to minimize the risk of potential
ADA pitfalls during the hiring process. Job descriptions that
define essential functions, qualifications and your expectations
should be developed before advertising and interviewing for a
position. Inquiries should be directed to the applicant's
ability to perform those functions and meet those expectations, and
should elicit only that information necessary to make a legitimate
and informed decision for the position sought.
Employers also should make informed choices in designating
those employees who will represent them in the hiring process.
Employees who interview applicants should understand their roles
and scope of authority, and all persons involved in interviewing or
hiring should be trained on the requirements of the ADA,
including acceptable and prohibited inquiries. Before any decision
is communicated to an applicant, decisionmakers should articulate
and document legitimate, nondiscriminatory reasons for the
selection or decision not to hire.
The ADA focus on individualized assessments does not permit a
standardized "one-size-fits-all" approach to ADA related
issues that arise in the hiring process. However, proper
planning and training can go a long way toward facilitating
compliance with the intricacies of the law.
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.