Generally, there is no obligation to disclose disability-related information to an employer until the need for reasonable accommodation becomes apparent. Reasonable accommodation may be needed to participate in the hiring process, to perform essential job functions, or to receive a benefit or privilege of employment. The need to disclose and request accommodation will become evident when an individual knows there is a workplace barrier due to a disability. An accommodation can be requested even when a disability was not disclosed upon being hired.
Of course, the timing of a request can be rather important. It is better to disclose a disability and request accommodation before job performance suffers or conduct problems occur. According to the EEOC, an employer does not have to rescind discipline including a termination or an evaluation warranted by poor performance simply because an employee has disclosed a disability or requested accommodation EEOC, Sometimes employees disclose disability-related information, but do not specifically request an accommodation.
It can be difficult for supervisors and managers to know what to do with a simple disclosure. If a disclosure is not made in the context of an employee requiring an adjustment or change at work for a reason related to a medical condition, then it may not be necessary to proceed with an interactive process to discuss accommodations.
However, it may be necessary to seek clarification from the employee regarding why the disability-related information was disclosed and if the employee is asking the employer to provide a reasonable accommodation.
If the employee clarifies that his or her medical impairment is affecting job performance, then the two parties should begin the interactive process to discuss possible accommodations. When an individual is prepared to disclose his or her disability because an accommodation is needed, the individual should inform someone who can act upon a request, such as a manager, supervisor, or human resources professional. The employee should make it known that an adjustment or change at work is needed for a reason related to a medical condition.
EEOC suggests that individuals with disabilities might find it useful to document accommodation requests in the event there is a dispute about whether or when they disclosed their disability and requested accommodation. One way to document an accommodation request is to make a written request. JAN offers a sample accommodation request letter to assist individuals in drafting a request for accommodation.
Individuals with disabilities are often hesitant to disclose their disability or share information about a medical impairment because they prefer to keep the information private. They do have a right to keep medical information private. There is no requirement to inform coworkers about a disability or need for accommodation. While coworkers may be aware that an employee is receiving accommodations because it may be obvious, they are not entitled to know why.
Either way, it can feel peculiar to list information such as your ethnicity, sexual orientation, gender or socio-economic status in the same way you list job skills, such as proficiency in Microsoft Office. People have to be confident that the information collected is being used ethically and is actually furthering diversity goals in the workplace. That said, employment equity self-identification forms are a step in the right direction for leveling the playing field. At worst, your personal information could be used to discriminate against you in the hiring process.
All in all, the information you provide may just become part of statistics that make the company appear to be inclusive, when that may not actually be the case.
Karen K. Still, Mr. Mehler agrees that some older candidates should omit college graduation dates from online job applications. He also suggests that they include only their last several jobs on the electronic form. Your question about supplying a Social Security number concerns me most. Companies typically ask for the number so they can use it later to conduct background checks on serious contenders.
But requesting Social Security numbers at the application stage is premature and threatens your privacy, says Mr. Organizations committed to diversity and inclusion routinely implement anonymous employee engagement surveys, or access employee records to help bolster their initiatives related to recruitment, hiring, retention, professional development, performance management and promotions.
However, employees often opt out of disclosing their diversity identity out of fear of discrimination or being singled out. So, why is self-identifying so important and how does it benefit the organization and the employee? This includes certain nondiscrimination and affirmative action recordkeeping requirements which necessitate that the employer invite employees to voluntarily self-identify.
Federal and government contractors and subcontractors are required to submit a report to the U. Department of Labor each year identifying the number of employees belonging to each specified "protected veteran" category. Section of the Rehabilitation Act of set requirements for federal contractors and subcontractors to set requirements that covered employers invite applicants and people with disabilities to voluntarily self-identify.
Self-Identification can provide organizations with information that can be leveraged to allocate resources and support to candidates who fall into an underrepresented category. The information can impact access to benefits, training and mentorship.
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