Can employers set different qualification requirements for disabled applicants?

Yes, employers are allowed to set different qualification requirements for disabled applicants in Minnesota. According to Minnesota law, employers can implement a "reasonable accommodation" policy that makes it easier for disabled applicants to meet job requirements. However, employers must also provide qualified disabled applicants with an equal opportunity to demonstrate their ability to meet job requirements. The purpose of a reasonable accommodation is to enable disabled applicants the same opportunity as non-disabled applicants to demonstrate the ability to do the job. For example, if an employer requires that applicants for a security guard position have the ability to stand for long periods of time, they may provide the disabled applicant with an alternative way to demonstrate such capability (such as sitting down when necessary). Employers must also make sure that their job requirements are essential to the job in question, rather than merely a way to discriminate against disabled applicants. It is illegal to impose job requirements that are not essential and are only used to keep disabled individuals from applying to the position. In summary, employers in Minnesota are allowed to set different qualification requirements for disabled applicants, as long as those requirements are reasonable and essential to the job. However, they must also provide disabled applicants with equal opportunities to demonstrate their abilities to meet the job requirements.

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