Ethics and Disabilities
You are the HR Director for a government contractor that won a bid for a rather significant contract. There were staffing implications as a result of winning the contract and recruiting has been underway for several weeks. You have asked your recruiting manager to review the candidates who are being considered for one the managerial positions with oversight of a key component for the project. The recruiting manager was asked to identify the top applicants through phone screens and present the top one before extending an offer.
The recruiting manager expressed a reservation about the top candidate even though this individual was clearly well qualified for this position. The reservations stem from the candidate alluding to the need for accommodations due to a disability. With you know with tight purse strings. You wonder if it is possible to determine the cost of the requested accommodations to the organization. The recruiting manager would like to know whether or not to proceed with the offer.
1. What should/would you do in this situation?
2. What should you as the HR Director, tell the recruiting manager?
3. Is the company at any risk if this person is not hired?
4. What should you do, if anything, to learn more about the requirement of the individual?
Individuals with disabilities are covered under the ADA which is The American with Disabilities Act of 1990. Under this law it is “unlawful to discriminate in employment against a qualified individual with a disability.” This law also outlaws discrimination against individuals with disabilities in State and local government service and ...