How Do You Know If You Have A Disability
You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity or if you have a history or record of such an impairment or medical condition. Disabilities include, but are not limited to:
- Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
- Blind or low vision
- Deaf or hard of hearing
- Depression or anxiety
- Gastrointestinal disorders, for example, Crohn’s Disease, or irritable bowel syndrome
- Intellectual disability
Definition Of A Disability
You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition. Disabilities could include:
- Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
- Blind or low vision
- Deaf or hard of hearing
- Depression or anxiety
- Gastrointestinal disorders, for example, Crohn’s Disease, or irritable bowel syndrome
- Intellectual disability
Questions & Answers Related To Disability Disclosure
No, with limited exceptions. Under the ADA, an employer generally may not require an applicant to disclose information about a disability or medical impairment prior to making an offer of employment. Covered employers are not permitted to ask non-voluntary disability-related questions on a job application or during the hiring process. However, there are situations when an applicant may need to disclose information about a disability during this early stage in the employment process. For example, if an accommodation is needed to complete an on-line application, participate in a job interview, or to take an employment test, an applicant may need to disclose his or her disability to receive an accommodation. Another example is when an employer could reasonably believe that an applicant will need reasonable accommodation to perform the functions of the job. In that case, the employer may ask whether the applicant needs reasonable accommodation and what type of reasonable accommodation would be needed. Also, in limited circumstances , employers can ask applicants to voluntarily disclose their disability status.
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Understanding Voluntary Self Identification
United Site Services, Inc. is required as a Federal contractor to offer each person an opportunity to voluntarily self-identify during the application and/or offer acceptance phase. Completion of these forms is voluntary and will not affect your opportunity for employment, or the terms or conditions of your employment. The three voluntary self-identification categories are:
- Gender/Race/Ethnicity
- Protected Veteran
Disclosure To Receive Reasonable Accommodation
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 or an evaluation warranted by poor performance simply because an employee has disclosed a disability or requested accommodation .
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Reminder: Update Voluntary Self
OFCCP would like to remind federal contractors and subcontractors that they have until August 4, 2020, to incorporate the updated Voluntary Self-Identification of Disability Form into their applicant and human resources systems and processes.
OFCCP streamlined and revised the form based on stakeholder feedback. We believe that the updated form will increase the response rate of applicants and employees who voluntarily self-identify their disability status. Doing so will aid contractors in developing programs to increase the utilization of people with disabilities in their workforce.
OFCCP is committed to providing proactive, meaningful compliance assistance to help contractors solicit disability status information from applicants and employees and meet their equal employment opportunity obligations. For more guidance on implementing the form, please see OFCCPs frequently asked questions on the topic.
OFCCP strongly encourages contractors to to receive the most up-to-date information about our initiatives or visit our website at www.dol.gov/agencies/ofccp.
Disability Disclosure And Employment
Disability disclosure can occur during any stage of the employment process, including pre-employment, post-offer, and while employed whether it be within days, months, or years of initially being hired. Generally it is up to the individual with the disability to determine the right time to disclose, given his or her particular circumstances. The ADA places restrictions on disability-related questions that can be asked of applicants and current employees so there are only limited situations when disclosure may be required. Applicants should be aware that covered employers are not permitted to ask non-voluntary disability-related questions on a job application. Disability-related questions can be asked after a conditional job offer has been made, but only if the same questions are asked of all applicants entering into the same job category. After an individual has started working, an employer may only ask disability-related questions if they are job-related and consistent with business necessity for example, when an accommodation is requested or when an employee is having performance issues that may be related to a known medical impairment.
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What We Offer
This information is provided per the Colorado Equal Pay Act. The salary range for this position for Colorado only starts at $70,000/yr.
Offered salary will be determined by the applicants education, experience, knowledge, skills, and abilities, as well as internal equity and alignment with market data.
Proves Benefits include:
- Excellent health, dental, and vision insurance that begins on your first day of employment
- 401k plan with company match
- Participation in the annual incentive program
Prove is an equal opportunity employer committed to providing equal employment opportunity for all people regardless of race, color, religion, gender or sexual orientation, age, marital status, national origin, citizenship status, disability, veteran status or other personal characteristics.