Polycystic Kidney Disease (PKD) Support Group

I did a search and found the answers I was looking for. I included it on this discussion.

Pre-Employment Tests and Examinations
pre-employment tests or examinations must be job-related and non-discriminatory, i.e., required of all applicants in that job category

the ADA prohibits medical inquiries prior to making a tentative offer of employment – of course, the ADA applies only if a company has at least 15 employees – to be sure, consult legal counsel!

if medical inquiries are made following a tentative offer of employment, the same inquiries must be made of all applicants for such a position, not just the ones who look like they may have medical problems

medical inquiries should relate directly to the essential functions of the job

the ADA requires employers to maintain any and all medical information in a separate and confidential medical records file

the employer must be prepared to offer a reasonable accommodation to any otherwise qualified applicant who turns out to have a protected disability

a "reasonable accommodation" is a change in procedures, a device, a change in duties, a shifting of personnel, or a change in the work environment that the employer could make without "undue hardship" to its business and which would enable the applicant to perform the essential functions of the job

"undue hardship" can vary according to the size of the company and the nature of the proposed accommodation

drug tests are not included within the definition of "medical examinations" under the ADA and may be given at any time

of course, confidentiality rules apply – no one should ever learn of the test results except people with a legitimate need to know

if a drug test somehow reveals a disability, ADA issues arise

"physical agility tests", often used by police and fire departments when screening applicants, are not considered medical examinations under the ADA and may be given at any point in the hiring process, but they must be administered to all applicants in that job category, and if they tend to screen out individuals with disabilities, the employer must be able to demonstrate that the tests are job-related and consistent with business necessity, and further, that no reasonable accommodation is possible that would enable people with certain disabilities to meet the requirements of the test

Do not offer any more information than you are required. Answer the questions short do not eleberate.
Glad you found the answers. Years ago I work in the bank. Only the Manager knew I have hearing loss. I did not tell any other employees til one year later when I wore my hair up and my aids were expose. They were shock to know I have hearling loss. Then I said are you going to treat me any differnt now that you know? Only problem that I had working in the bank is the phone, they were suppose to by law to provide amifyer for the phone but I dealt with it okay.