Recruiting and hiring ‘the best of the best’ requires asking the right questions…and avoiding the wrong ones. When it comes to being ADA compliant, remember:
- DO NOT inquire about a prospective employee’s disability on application forms or during interviews.
- DO ask about the applicant’s ability to perform the job and attend work regularly.
Right side of the law
Do not fight the Department of Justice on the ADA. Not with the fine for the first violation under title III costing $75,000 and the maximum fine for a subsequent violation at $150,000.
If you are charged with the recruitment of your dealership’s or financial institution’s workforce then it’s important to know what specifically you can ask in both the interview and on the application and what questions to avoid altogether.
Just a Reminder: We’re not your lawyer (of course, right?) Since we’re not, remember that this article’s for informational purposes and not intended to provide legal advice.
Download This Infographic
Use this infographic for a quick reminder of what you can and can’t ask.
The information above is an excerpt from a policy provided by one of our partners, Hudson Cook LLP. We work with them and other industry experts to make sure we are providing accurate and current information, and we manage that information in an online Compliance Management System. One of the benefits of using a Compliance Management System is that it houses all the policies and guidelines you need to be aware of for your industry so you don’t have to go hunting down information; it is simply at your fingertips.