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RE: "Shakey ground legally" Are you talking about your particular case where a medical issue impacts your ability to work but isn't a true disability? Because o
by dfsegoat 8y ago
RE: "Shakey ground legally" Are you talking about your particular case where a medical issue impacts your ability to work but isn't a true disability? Because otherwise, for a true disability - employers MUST comply with the Americans with Disabilities Act and not discriminate against a candidate who is qualified, disabled - and can work with a "reasonable accommodation" [1].
1 - https://www.eeoc.gov/facts/ada18.html https://www.eeoc.gov/facts/ada18.html
- freeone3000 8y agoIt's harder to prove discrimination during the hiring process than after.
- codingdave 8y agoI'm not sure what legal distinction you are referring to when you say a "true disability". Nor am I sure exactly what the legalities are, which is why I simply said it felt "shaky". But I do know that in general, hiring processes don't ask about disabilities. They are one of the topics that are supposed to be unknown, to avoid discrimination claims. So putting up a site where the employers and candidates are volunteering to be put into that bucket is what I am questioning. IANAL, so I'm not trying to say whether the idea is OK or not... I'm just saying that I don't know how those answers would play out, but it feels like an area that deserves investigation.
- dfsegoat 8y agoOk thanks. Yep I thought about it and better see your point now.
- pc86 8y agoI think their point is that if you are referred by a site that is explicitly geared toward disabled candidates, any bias (implicit or explicit) will be magnified against those candidates. We can say ADA and EEOC all we want but at the end of the day the application process is not blind and implicit biases will creep in along with the occasional explicit bias. Why have an entire referral source that will amplify those issues?