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A person can show that he or she has a disability in one of three ways: The law places strict limits on employers when it comes to asking job applicants to answer medical questions, take a medical exam, or identify a disability.For example, an employer may not ask a job applicant to answer medical questions or take a medical exam before extending a job offer.

The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.

The law requires an employer to provide reasonable accommodation to an employee or job applicant with a disability, unless doing so would cause significant difficulty or expense for the employer.

The law also requires that employers keep all medical records and information confidential and in separate medical files.

In addition to a variety of formal guidance documents, EEOC has developed a wide range of fact sheets, question & answer documents, and other publications to help employees and employers understand the complex issues surrounding disability discrimination.

After a job is offered to an applicant, the law allows an employer to condition the job offer on the applicant answering certain medical questions or successfully passing a medical exam, but only if all new employees in the same type of job have to answer the questions or take the exam.

Once a person is hired and has started work, an employer generally can only ask medical questions or require a medical exam if the employer needs medical documentation to support an employee's request for an accommodation or if the employer believes that an employee is not able to perform a job successfully or safely because of a medical condition.

The law also protects people from discrimination based on their relationship with a person with a disability (even if they do not themselves have a disability).

For example, it is illegal to discriminate against an employee because her husband has a disability.

Harassment can include, for example, offensive remarks about a person's disability.

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