Preguntas que se pueden hacer a una persona con discapacidad durante su peoceso de contratacion

 Con el placer de saludarles, esperando vayamos cerrando bien la semana y agradecidos por toda bendición.

Les comparto un tema que ya hemos revisado, sin embargo, con una perspectiva distinta

Quiero aclarar que el marco jurídico, es distinto y no por ello mejor.

Cada empresa deberá adecuar su proceso de entrevista de acuerdo con su propia gestión, con la normalidad que requiera cada caso.

Procurando siempre dar la mayor fluidez y naturalidad a cada proceso.

 

 

What can an interviewer ask about a person’s disability during the hiring process? What questions may not be asked?

 

In general, the ADA does not allow an employer to ask any questions about disability or to  conduct any medical examinations until after the employer makes a conditional job offer to the applicant. Although employers may not ask disability - related questions or

require medical examinations at the pre-offer stage, they may do a wide variety of things to evaluate whether an applicant is qualified for the job, including the following:

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Employers may ask about an applicant’s ability to perform specific job functions or tasks.

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Employers may request that an applicant describe or demonstrate how they would perform job tasks or achieve job outcomes.

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Employers may ask about an applicant's qualifications and skills, such as the applicant's education, work history, and required certifications and licenses. More information is available on the Job Accommodation Network's factsheet on Pre-Offer Disability -

Related Questions:

Dos and Don’ts

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The ADA does, however, provide an exceptionto the general ruleprohibiting disability-related questions in the interview process

. Under the ADA, an employer may invite applicants to voluntarily self-identify as individuals with disabilities for

affirmative action purposes If a business is a federal contractor subject to the written affirmative action program (AAP)

requirements of Section 503 (described more fully in Section Four) , it has an  obligation to invite applicants to voluntarily self-

identify as an individual with a disability, using a specific Government form designed for this purpose.Applicant responses to the form should be provided only to Human Resources offices, and not shared with interviewing, testing, or hiring

officials.

For more information about this Section 503 requirement, visit OFCCP's FAQ’s on self-identification