Can employers set different qualification requirements for disabled applicants?

In Georgia, employers are allowed to set different qualification requirements for disabled applicants. The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations to disabled people in the workplace, and this may include adapting recruitment procedures to ensure that essential job duties can be met by a disabled applicant. Under the ADA, employers are not allowed to set higher qualifications for disabled applicants than for non-disabled applicants. However, employers are allowed to set different standards of performance for disabled applicants if those standards are necessary for the applicant to be able to perform the essential duties of the job. For example, if a job requires the applicant to be able to lift a certain amount of weight, then the employer can set a lower requirement for a disabled applicant. The ADA also requires employers to provide reasonable accommodations to disabled applicants during the application and interviewing process. For example, if an applicant requires a sign language interpreter during an interview, then the employer must provide one. In summary, employers in Georgia are allowed to set different qualification requirements for disabled applicants if those requirements are necessary to enable the applicant to perform the essential duties of the job. Employers must also provide reasonable accommodations to disabled applicants during the application and interviewing process.

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Can employers set different qualification requirements for disabled applicants?

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