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• (except where those skills are the factors that the test purports to <br /> measure). <br /> 3. Preemployment inquiries. <br /> a) County may not make a preemployment inquiry or conduct a <br /> preemployment medical examination of an applicant to determine <br /> whether the applicant is an individual with handicaps or disabilities or <br /> the nature of' the handicap or disability. The County may, however, <br /> make preemployment inquiry into an applicant's ability to perform <br /> job - related functions. <br /> b) When the County is undertaking affirmative action efforts, voluntary <br /> or otherwise, the County may invite applicants for employment to <br /> indicate whether and to what extent they are handicapped. This may <br /> occur if the following conditions are met: the County clearly states on <br /> any written questionnaire used for this purpose, or makes clear orally, <br /> that the information requested is intended for use solely in connection <br /> with its remedial action obligations, or its voluntary or affirmative <br /> action efforts; and the County states clearly that the information is <br /> being requested on a voluntary basis, that it will be kept confidential <br /> and in a separate medical records file, that refusal to provide the <br /> information will not subject the applicant or employee to any adverse <br /> treatment, and that the information will be used only in accordance <br /> with this part. <br /> c) Nothing shall prohibit County from conditioning an offer of <br /> employment on the results of a medical examination conducted before <br /> the employee's entrance on duty if all entering employees in that <br /> category of job classification must •take such an examination <br /> regardless of handicap. <br /> d) If the County must obtain information concerning medical condition <br /> or history of the applicant, it must be collected and maintained on <br /> separate forms that are accorded confidentiality as medical records, <br /> • except that: supervisors and managers may be informed of restrictions <br /> on the work or duties of individual with handicaps and informed of <br /> necessary accommodations; first aid and safety personnel may be <br /> informed if the condition might require emergency treatment; and <br /> government officials investigating compliance with Section 504 shall <br /> be provided relevant information upon request. <br /> Exhibit E <br /> Page 4 of 7 <br /> ,25O <br />