The Americans With Disabilities Act of 1990 prevents businesses from discriminating against those with medical conditions. ADA requirements for staffing agencies are the same as those for other companies, so policies must be in place to ensure compliance. Here are three aspects of the law of which you may not have been aware.
1. Certain Questions Are Off-Limits
The ADA prohibits asking for medical information before hiring applicants. However, you are allowed to ask disability-related questions once you have made an official job offer.
2. The Law Protects People Living With HIV
In 1998, the ADA was extended to people living with HIV. Even though treatments for the condition have improved considerably since that time, the law still considers this population to have a medical disability.
3. You Need a Ramp
The law requires all commercial businesses to be accessible by wheelchair. While it is possible to have an old building grandfathered in if it is unfeasible to add a ramp to existing structures, it is often less trouble just to build one.
Because the law considers temporary workers the same as permanent workers, staffing agencies must refrain from any type of discrimination. Ignorance of the law is not a valid defense, so be sure your company policies are in compliance.