Are there specific rules for employers regarding hiring disabled individuals?

Yes, employers in Texas must abide by specific rules regarding hiring disabled individuals. The Americans with Disabilities Act (ADA) is a federal law that prohibits employers from discriminating against those with a disability in hiring, firing, and other terms of employment. Additionally, the Texas Labor Code sets forth rules about the recruitment, hire, and promotion of disabled individuals. Under the ADA, employers must provide reasonable accommodations to disabled individuals, as long as the accommodations do not cause undue hardship to the employer. This could include providing an accessible workspace, purchasing assistive technology, providing a reader for visually-impaired individuals, and more. Employers also must not ask disability-related questions on job applications or during interviews. Additionally, employers are prohibited from excluding disabled individuals from all job postings unless an employer can demonstrate that the individual is unable to perform the essential functions of the job, even with reasonable accommodations. Employers must also provide reasonable accommodations for pre-employment tests and must consider the use of alternative job-training programs for disabled individuals. In general, employers in Texas must obey the rules of the ADA and the Texas Labor Code. This means that employers must provide reasonable accommodations for disabled individuals, not ask disability-related questions during the hiring process, and consider the use of alternative job-training programs. By following these rules, employers help ensure that all individuals have equal access to employment opportunities.

Are there specific rules for employers regarding hiring disabled individuals?

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