Are there restrictions on how employers can use a person’s disability in the hiring process?

Yes, there are restrictions on how employers can use a person’s disability in the hiring process in Minnesota. The Minnesota Human Rights Act (MHRA) states that employers must not discriminate against an applicant based on a disability when making hiring decisions. This means that employers may not use a disability as a factor in deciding whether to hire a job applicant. This also means that employers cannot ask questions about a person’s disability during the job interview process or in any written job application. Another restriction that employers must follow is that they must provide reasonable accommodations for qualified applicants with disabilities, unless doing so would cause an undue hardship to their business. An example of a reasonable accommodation is providing an alternative method of interviewing an applicant who can’t physically come to the office. In addition, employers must not refuse to hire an applicant with a disability if the disability does not directly interfere with essential job functions. This means that employers cannot make assumptions about a person’s ability to do a job based on their disability. Overall, when it comes to hiring decisions, Minnesota employers must follow the restrictions outlined in the MHRA and ensure that they are making decisions on the basis of a person’s qualifications, not their disability.

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Are there restrictions on how employers can use a person’s disability in the hiring process?

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