Good Day This is your Disability Employment Initiative MYTHS Training ENJOY Click here to begin

Which of the following statements best describes when you, as a One-Stop staff member, should ask an individual if they have a disability? Never. The question could not be pried from me under any circumstances; Plus, I think it is illegal! During the assessment process to determine whether they will require and/or benefit from a reasonable accommodation. In order to determine if someone would be a good fit for a specific employment situation. I can ask only if I strongly suspect that they have a disability, but that’s no problem because I have a track record making good guesses; just ask my bookie, Vinnie!

While we can appreciate your caution and fear of overstepping in what can be a sensitive area, you actually can and should ask this question in certain contexts. Please try again! You have the right to remain silent…okay, maybe not. Go Back Hint: It shouldn’t feel like a scene from Law & Order.

You would lose that bet. Don’t worry, we won’t send Vinnie’s hired thugs after you just yet. You better try again to learn a better strategy for determining someone’s disability status. Go Back Hint: It shouldn’t feel like a scene from The Soprano’s.

That’s not right… Although this could be tricky. Some disabilities might indeed rule a person out for certain positions (e.g. if someone is legally blind they cannot be a pilot or a bus- driver). However, in your role at the One- Stop you shouldn’t be screening people out arbitrarily, and you also shouldn’t make any assumptions about what someone can or cannot do in an employment setting without first checking with them and/or the Job Accommodation NetworkJob Accommodation Network! Poor guy, he didn’t stand a chance against this One-Stop staff member’s left hook.

CORRECT!!! Under Title 1 of the ADA, it is legal and appropriate in the context of guiding a customer to eligible services and resources, and assessing and providing accommodations, it is likely illegal in employment- related contexts in which unfair stereotyping may occur and employment opportunities could be lost. DRCs can work with their workforce and disability partners to evaluate the specific services provided in each local One-Stop and to offer more in-depth training to staff on the correlation between the various roles they perform and disability inquiries. For more information check out DEI Myth #7. End Show