In light of the Americans with Disabilities Act (ADA), even experienced managers are wondering what questions may and may not be asked when interviewing an applicant with a disability. In addition, managers and supervisors are often unsure of Adisability etiquette@ when interacting with employees with disabilities. These guidelines are provided to assist managers in the interviewing process as well as to enhance communication skills of managers and supervisors when interacting with employees with disabilities.

* Don=t ask: AWhat happened to you?@ or: ADo you have a disability?@ or: A How will you get to work?@

* Don=t ask questions phrased in terms of disability: ADo you have a medical condition that would preclude you from qualifying for this position?@

* Do ask job-related questions: AHow would you perform this particular task?@

* Don=t ask: AHow often will you require leave for treatment of your condition?@ However, you may state the organization=s attendance requirements and ask if the applicant can meet them.

* Don=t try to elicit the applicant=s needs for accommodation. The interview should focus on whether the candidate is otherwise qualified for the job in question. Focus on the applicant=s need for accommodation ONLY if there is an obvious disability, or if the applicant discloses a disability or need for accommodation.

* Always offer to shake hands. Do not avoid eye contact, but don=t stare either.

* Treat the applicant as you would any other adult -- don=t be patronizing. If you don=t usually address applicants by their first name, don=t make an exception for applicants with disabilities.

* If you feel it appropriate, offer the applicant assistance (for example, if an individual with poor grasping ability has trouble opening a door), but don=t assume it will necessarily be accepted. Don=t automatically give assistance without asking first.

* Don=t lean on the wheelchair

* Don=t be embarrassed to use such phrases as ALet=s walk over to the plant.@