1. DO NOT ask questions concerning disabilities. It is applicant's/employee's responsibility to inform us.
2. DO NOT ask applicants questions about past health problems.
3. DO NOT refuse to hire an otherwise qualified person because of a possibility of a future back or other injury.
4. DO ask, "Are there any reasons why you could have difficulty in performing the job functions I have explained to you?" If applicant answers "yes"
   1. Carefully consider what accommodation could reasonably be made.
   2. Discuss your concerns and any possible options/accommodations with your supervisor.
5. Do inform applicants that your offer of employment is contingent on passing the medical examination.
6. Do treat all applicants equally and do ask the same job related questions to each applicant.
7. Do treat all health and medical disclosures as confidential, and discuss them only with persons on a "need-to-know" basis.
8. Do review your job descriptions to assure all "essential" job functions are listed. Note: If you are in doubt about essential functions, contact the MISD ADA Coordinator for assistance.
9. Do consider limiting employees authorized to conduct job interviews to only those who have received ADA training.

RELATED LINKS:
Workers Compensation
Safety Program
Motor Vehicle Safety
HAZCOM Program
ADA Compliance
Other Insurance
Americans with Disabilities Act of 1990
ADA Accommodations Request Form (XLS)

Common Etiquette with Disabled Persons

1. Know where accessible restrooms, drinking fountains and telephones are
2. Use a normal tone of voice when extending a verbal welcome. Do not raise your voice unless requested.
3. When introduced to a person with a disability, it is appropriate to offer to shake hands. People with limited hand use or who wears an artificial limb can usually shake hands. Shaking hands with the left hand is acceptable. For those who cannot shake hands, touch the person on the shoulder or arm to welcome and acknowledge their presence.
4. Treat adults in a manner befitting adults:
   1. Call a person by their first name only when extending that familiarity to all others present.
   2. Never patronize people using wheelchairs by patting them on the head or shoulder.
5. When addressing a person who uses a wheelchair, never lean on the person's wheelchair. The chair is part of the space that belongs to the person who uses it.
6. When talking to a person who has a disability, look at and speak directly to the person, rather than to a companion who may be along.
7. If an interpreter is present, speak to the person who has scheduled the appointment, not to the interpreter. Maintain eye contact with the applicant, not the interpreter.
8. Offer assistance in a dignified manner with sensitivity and respect. Be prepared to have the offer declined. Do not assist if your offer to assist is declined. If the offer is accepted, listen to, or accept instructions.
9. Allow a person with a visual impairment to take your arm (at or about the elbow). This will enable you to guide rather than propel or lead the person.
10. Offer to hold or carry packages for a person on crutches or in a wheelchair.
11. Do not retrieve a cane or crutches unless the individual requests help.

Engaging in Conversation

1. RELAX. Don't be embarrassed if you happen to use accepted common expressions such as "See you later" or " Got to be running along" that seems to relate to the persons disability.
2. To get the attention of a person with a hearing impairment, tap the person on the shoulder or wave your hand. Look directly at the person and speak clearly, naturally and slowly to establish if the person can read lips. Not all persons with hearing impairments can read lips. Those who can will rely on facial expression and other body language to help in understanding. Show consideration by placing yourself towards the light source and keeping your hands and food away from your mouth when speaking. Keep mustaches well trimmed. Shouting won't help, written notes may.
3. When talking to a person in a wheelchair for more than a few minutes, utilize a chair, whenever possible, in order to place yourself at the person's eye level to facilitate conversation.
4. When greeting a person with a severe loss of vision, always identify yourself and others who may be with you. Say, for example, "On my right is Bill Smith." When conversing in a group, give a vocal cue by announcing the name of the person to whom you are speaking. Speak in a normal tone of voice, indicate in advance when you will be moving from one place to another, and let it be known when the conversation is at an end.
5. Listen attentively when you're talking to a person who has a speech impairment. Keep your manner encouraging rather than correcting. Exercise patience rather than attempting to speak for a person with speech difficulty. When necessary ask short questions that require short answers or a nod or shake of the head. Never pretend to understand if you are having difficulty doing so. The person's reactions may clue you in and guide you to understanding. Be willing to repeat or rephrase a question.
6. Do not shout at a person who is hearing impaired. Shouting distorts sounds accepted through hearing aids and inhibits lip reading. Do not shout at a
7. In order to facilitate conversation, be prepared to offer a visual cue to a hearing impaired person or audible cue to a vision impaired person, especially when more than one person is speaking.

Basic Interviewing Courtesies

Applicants need to know whether or not the job site is accessible and you should be prepared to answer accessibility related questions. Major points you should remember when interviewing.

A Person Using Mobility Aids

1. Enable people who use crutches, canes or wheelchairs to keep them within reach.
2. Be aware that some wheelchair users may choose to transfer themselves out of their wheelchairs, into an office chair, for the duration of the interview.
3. When speaking to a person in a wheelchair or on crutches for more than a few minutes sit in a chair. Place yourself at the person's eye level to facilitate conversation.

A Person with a Vision Impairment

1. When greeting a person with a vision impairment, always identify yourself and introduce anyone else who might be present.
2. If the person does not extend their hand (to shake hands), verbally extend a welcome (e.g. "Welcome to the Mesquite Independent School District Maintenance Department").
3. When offering seating, place the person's hand on the back or arm of the seat. A verbal cue is helpful as well.
4. Let the person know if you move or need to end the conversation.

A Person with a Speech Impairment

1. Give your whole attention when talking to a person who has a speech impairment.
2. Ask short questions that require short answers or a nod of the head.
3. Do not pretend to understand if you do not. Try rephrasing what you wish to communicate, or ask the person to repeat what you do not understand.
4. Do not raise your voice. Most speech-impaired persons can hear and understand.

A Person who is Deaf or Hearing Impaired

1. If you need to attract the attention of a person who is deaf or hearing impaired, touch them lightly on the shoulder.
2. If the applicant lip-reads, look directly at the person being interviewed. Speak clearly at a normal pace. Do not exaggerate your lip movements or shout, speak expressively because the person will rely on your facial expressions, gestures and eye contact.
3. Place yourself facing the light source and keep your hands and food away from your mouth when speaking.
4. Shouting does not help and can be detrimental. Only raise your voice when requested. Brief, concise written notes may be helpful.

Some Additional Points To Remember

1. Conduct interviews in a manner that emphasizes abilities, achievements and individual qualities.
2. Conduct your interview as you would with anyone. Be considerate without being patronizing.

When interviewing a person with a speech impediment, hold back any urge to complete the person's sentence.

If it appears that a person's ability inhibits performance of a job, it is appropriate to ask the person how they would perform this job, but it is never acceptable to ask if they have a disability even if you suspect that they do. It is up to the applicant to bring up any disability they may or may not have.

EXAMPLE:

Inappropriate: "I notice that you are in a wheelchair, and I wonder how you get around. Tell me about your disability."

Appropriate: "This position requires digging and using a wheelbarrow, as you can see from the job description. Do you foresee any difficulty in performing the required tasks? If so, do you have suggestions as to how these tasks can be performed?"