Review all Personnel Polices and Handbooks to eliminate unlawful content.

Review your employment process - application, questions asked in an interview, to eliminate any discriminatory practice.

Make sure any interview area is accessible to the disabled.

Ensure your interviewers are aware of the essential functions of the jobs being recruited.

Have a list of essential functions for each job. It may be included in a job description or be more informal.

Eliminate all pre-hire medical examinations.

Develop plans to deal with requests for reasonable accommodations or job restructure.

Post appropriate posters, including rights of employees under ADA.

Do not make hasty judgments in dealing with the disabled. Each situation must be carefully reviewed and a plan of action determined to ensure compliance with the law.

Adopt centralized procedures to make decisions with regard to ADA compliance.

Presume nothing; avoid all stereotypes when the disabled apply for jobs or current employees ask for accommodations. Analyze each situation carefully.