邢唷��>� HJ��G��欹�O ��xbjbj�� v磜峞磜峞x ��BB��z-J��,�,�,�,�,�,�,$�/�z2\-��-��4-�� ,��,��+��,��缞轔薾�� +�,J-0z-�+�2�T�2(�,�2��, ��--��z-��2��B M: INTERVIEW GUIDELINES OF THE AMERICANS WITH DISABILITIES ACT (ADA) ADA Fundamentals The ADA is based on the fundamental principle that a disabled individual is to be given the opportunity to compete equally with non-disabled individuals in the workplace. ADA requirements are designed to assure that people with disabilities are not excluded from jobs they can perform. The basic requirements of the act can be summarized as such: A covered entity may not discriminate against a qualified person with a disability in regard to any aspect of the employment process if the individual, with or without reasonable accommodation, can perform the essential functions of a job. The 91次元 is a covered entity under ADA. As such, we need to ensure the provisions of the act are not violated. The following information is intended as a guideline for the interview process. The Job Interview The job interview should focus on the ability of an applicant to perform the job, not the disability. The ADA prohibits any pre-employment inquiries about a disability to assure that qualified candidates are not screened out because of their disability before their actual ability to do a job is evaluated. Make any pre-employment inquiry about the existence, nature, severity or prognosis of a disability. An interviewer may describe or demonstrate the specific functions and tasks of the job and then ask the applicants: Are you able to perform these tasks with or without an accommodation? How would you perform the tasks, and with what accommodations? If an individual has a known disability that might interfere with or prevent performance of essential job functions, he/she may be asked to describe or demonstrate how these functions will be performed. However, if the known disability would not interfere with performance of job functions, an individual may only be required to describe or demonstrate how he/she will perform a job if all applicants are required to do so, regardless of disability. The employer must provide an accommodation, if needed, to enable an applicant to have equal opportunity in the interview process. Needed accommodations for interviews may include physically accessible location, a sign interpreter, or a reader. Employers may use tests to determine job qualifications. If a test screens out or tends to screen out an individual with a disability, it must be job-related and consistent with business necessity. However, the employer has an obligation to provide a specific reasonable accommodation, if needed. ALL TESTS MUST BE APPROVED BY HUMAN RESOURCE SERVICES PRIOR TO ADMINISTERING TO APPLICANTS. Do you have questions concerning ADA, including what type of interview questions may be used or how to handle specific situations involving individuals with disabilities? Contact the HRS office (406.243.6766) for assistance. HRS can provide definitions, sample questions, examples related to your specific positions, and other information that may be useful to you. Disability Services for Students (DSS) is an excellent campus resource for assistance with providing access when interviewing an individual with a disability. DSS has a sign interpreter, electronic scanning devices and other resources. Due to budget restrictions, DSS cannot fund these for employees but can coordinate and offer their technical expertise. For more information, contact Jim Marks, DSS Coordinator (406.243.2243). 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