According to Bennett-Alexander & Hartman (2015), the Vocational Rehabilitation Act of 1973 ensures that there is affirmative action in connection with the recruitment, contractors, and subcontractors, in order to provide employment opportunities to disabled applicants (Bennett-Alexander & Hartman, 2015). Such federal regulation has removed barriers for individuals with mental illness, developmental disabilities, and others to equal opportunity by providing supported employment through The Department of Rehabilitation program. Such programs assist individuals that may be limited in some way with short term or long term training, job development, interviewing skills, coaching on the job site in order to ensure equal opportunity and success.
Americans with Disabilities Act of 1990, prohibits an employer from asking any disability related questions, or require any medical examinations even if they seem related to the job (Bennett-Alexander & Hartman, 2015). However, under the EEOC, the employer may ask whether if the applicant will be needing any reasonable accommodations for the job, if the employer knows that there is a disability
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This act applies to employers that have 20 or more employees (Bennett-Alexander & Hartman, 2015). Therefore, in the recruitment process it is unlawful to print, publish, or advertise employment indicating a preference, limitation based on age (Bennett-Alexander & Hartman, 2015). Such federal regulation has removed barriers for individuals that are 40 years old or older to equal opportunity in employment. With this act, an employer is prohibited from making a decision of hiring, promoting, or firing on the basis of an employee’s age. Instead, an employer should equally consider all applicants that meet the requirements for a