Question

1. List three questions that may be legally asked during an employment interview, and three questions that are illegal to ask during the interview.

Summarize the Americans with Disabilities Act and describe accommodations that can be made in the workplace for persons with disabilities.

Identify and discuss the specific regulations concerning equal employment opportunity and employment discrimination.

Answer 1

illegal to ask questions

• What courses of action would you say you are ready to make for kid care while you work?
• How old are your youngsters?
• At the point when did you move on from secondary school?
• Are you a U.S. native?
• What does your better half improve the situation a living?
• Where did you live while you were growing up?

legally asked  questions

• social qualities workers who are compelling in the activity show (or you have built up a conduct profile for a fact), ?
• the particular prerequisites of the position, ?
• the capabilities of the competitor.?

the Americans with Disabilities Act and describe accommodations that can be made in the workplace for persons with disabilities.

The Americans with Disabilities Act Amendments Act (ADAAA) of 2008 was signed into law on September 25, 2008, and became effective on January 1, 2009.he ADAAA rolled out various noteworthy improvements to the meaning of "incapacity." The law required the U.S. Measure up to Employment Opportunity Commission (EEOC) to revise its ADA directions to mirror the progressions made by the ADAAA. The last EEOC directions were distributed in the Federal Register on March 25, 2011 and wound up powerful on May 24, 2011.

The adjustments in the meaning of incapacity in the ADAAA apply to all titles of the ADA, including title I (business practices of private bosses with at least 15 workers, state and neighborhood governments, business organizations, worker's organizations, operators of the business and joint administration work boards of trustees); title II (projects and exercises of state and nearby government elements); and title III (private elements that are viewed as spots of open convenience).

The EEOC's last directions anyway apply to title I of the ADA just; they don't have any significant bearing to titles II and III of the ADA. Other government organizations, for example, the U.S. Branch of Justice, the U.S. Branch of Transportation and the U.S. Division of Labor, should alter their directions to mirror the adjustments in the meaning of incapacity required by the ADAAA.

the specific regulations concerning equal employment opportunity and employment

discrimination.

Employment discrimination against individuals with disabilities is prohibited. This includes applicants for employment and employees.

An individual is considered to have an "inability" if s/he has a physical or mental hindrance that considerably constrains a noteworthy life movement, has a record of such a weakness, or is viewed as having such a disability. People victimized on the grounds that they have a known affiliation or association with a person with an incapacity additionally are secured.

The initial segment of the definition clarifies that the ADA applies to people who have hindrances and that these must significantly constrain real life exercises. There are two non-thorough arrangements of models of significant life exercises: thinking about oneself, performing manual errands, seeing, hearing, eating, dozing, strolling, standing, sitting, coming to, lifting, twisting, talking, breathing, getting the hang of, perusing, concentrating, considering, conveying, interfacing with others, and working.

Major life activities also include the operation of major bodily functions, including: the immune system; special sense organs and skin; normal cell growth; and digestive, genitourinary, bowel, bladder, neurological, brain, respiratory, circulatory, cardiovascular, endocrine, hemic, lymphatic, musculoskeletal, and reproductive functions.