Make sure your job advertisements are based on accurate, up-to-date job descriptions and comply with anti-discrimination laws.
A job listing should include the following:
- Job title, job number and location of position.
- Hours of work and whether position requires travel or overtime.
- Salary range and brief explanation of benefits.
- Description of job’s essential functions and experience and educational qualifications required.
- Instructions and deadline for submitting applications.
- An equal employment opportunity statement and a notice to disabled applicants about accommodation requests.
Some employers have gone so far as to list known ADA accommodations for specific positions. This goes beyond what the law requires but shows that employers are genuinely interested in hiring disabled workers. One caveat: When listing accommodations, make it clear the list isn’t exclusive or exhaustive. New accommodations come along all the time.
More than likely, you will advertise the job online. Just as with buildings, web sites have accessibility rules. Currently, the rules apply primarily to government web sites, but organizations receiving government funding usually must comply with standards in Section 508 of the Rehabilitation Act. Web site accessibility issues include providing alternate text to describe graphics so that screen-reading programs can read the page to a visually impaired user or the availability of a large-text site. Government agencies and contractors should also make sure that any outside sites listing openings are ADA compliant.
In addition, employers should provide alternative methods of contact, such as TTY phone services for hearing-impaired applicants.
Job ads shouldn’t refer to an applicant’s age, gender, race or any other protected characteristic. Ads that say “perfect for college students” may discourage older workers and violate the Age Discrimination in Employment Act. “Ideal for working mothers” may violate Title VII because the phrase discourages men from applying. “Person in good health” may violate the ADA by discouraging disabled workers even though it may be possible to accommodate their disabilities.