Nap's Posts

Yeah that's a bizarre and pretty odorous question. I've never seen that on an interview and would question the intention of an employer who feels that's necessary. To me it would make me worry how they'd respond in the eventuality that inevitable life complexities prevent you from working the way they'd like. I would view the term "disability" as disability from an employment standpoint, which is more of protected status involving their presumed concern you'd be making disability claims all the time. I wouldn't consider open heart surgery materially different from that standpoint than needing to be off a couple days for a colonoscopy, if there was no underlying disability that prevented you from working before surgery, or complication after you recovered from surgery. I'd never lie about something like that, but I'd feel comfortable saying no, and confident in my defense of my answer if it ever came to it. Hope that helps. I'd say follow your conscience - if you couldn't look them in the eye and defend your answer, perhaps rethink how you're answering.

Still seems pretty intrusive to me when the current direction seems to be you cannot even ask if you are a he or a she. When my wife was hiring not that long ago i recall a new hire going out on maternity leave soon after because it was improper to ask if she was pregnant during the interview.

To show you how things have changed, when I was interviewed for my first anesthetist job in Florida, my interviewer asked if I was on birth control, because he didn’t want to hire me if I was going to get pregnant soon! This was 1981. We have come a long way, baby, but we backslide every now and then…

Unless someone's health condition/ history is part of a Bonifide Occupational Qualification, airline pilot, etc., then it is unlawful to ask specific questions during the interview process under the Americans with Disabilities Act/ Amendments Act. The lawful way to ask would be, 'Is there any reason you would not be able to perform the essential duties of this position with or without a reasonable accommodation? ' If this information is being collected separately from your application, it might be the company's intention to use it for applicant statistical information only for the purposes of Affirmative Action reporting. Good luck! ❤️

To be fair, I did leave out the part in the beginning that said they were a federal subcontractor and needed to meet that a percentage of their workforce be individuals with disabilities. Answers are voluntary and kept confidential, and they referenced a federal regulation on their reason for asking it. I did not put that part into the picture because I wanted to keep the employer's information private, but the second part I showed is common in applications for employers who may be federal contractors or subcontractors, as Brooke said above. I was just wondering what to answer, if we're considered with a disability after going through heart repair.

I think that question is for statistics. Also because some large companies can get tax breaks for hiring the disabled. I don't think it's important. It depends on how you personally define "disabled". There are many in the general population who are disabled in some way that does not stop their ability to work and function. A large company would like to hire that person. I would not call myself disabled but I have had 2 valves replaced and had cancer 3 times.