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It is important, however, to ensure that you don't make assumptions about a person's abilities based on this information.
Your employees' health and abilities may be essential to getting the job done, but it's important to avoid assumptions and discrimination.
Things get a bit tricky when a job requires some kind of physical activity and certain disabilities may impact a person’s ability to perform essential job functions.
A good rule of thumb is to list all physical and mental requirements of the role in the initial job description and ask a candidate broadly whether they are able to perform these tasks.
Unless you’re applying for a religious institution (such as a church or religious school), employers aren’t allowed to ask about your religious affiliation or what holidays you celebrate.
Did you know that employers aren’t allowed to inquire about your heritage, or even whether or not English is your first language?
These questions address citizenship, language and other touchy subjects.Regardless of how they may be physically expressed, employers are based on disability.Similarly, once an employee has been hired their disability can’t be considered when making decisions regarding retention, performance or compensation.Religion is a subject that should be treaded upon lightly at the office, and even more so in interviews.Protect yourself from overstepping the boundaries but still get the information you need with these questions.