To comply with what law should employers inform applicants about special selection procedures included in the hiring process?

The Americans with Disabilities Act (ADA) requires employers to inform applicants about any special selection procedures related to the hiring process that may accommodate disabilities. This law is designed to ensure that individuals with disabilities have equal access to employment opportunities and that reasonable accommodations are provided during the application and interview process.

Informing applicants about special selection procedures helps to foster a fair and inclusive hiring environment, enabling candidates with disabilities to participate fully and allowing employers to conduct a comprehensive evaluation of all candidates based on their qualifications. The ADA emphasizes the importance of communication and transparency in the hiring process, making it clear that accommodations should be made known to applicants who may require them due to a disability.

While the Family and Medical Leave Act (FMLA), Equal Employment Opportunity (EEO) laws, and the Occupational Safety and Health Act (OSHA) address different aspects of employment and workplace rights, the specific requirement for informing applicants about special selection procedures directly connects to the provisions set forth in the ADA.