Final answer:
Information about an employee's disability status should not be included in a job description, as it is prohibited by the Americans with Disabilities Act (ADA), which requires employers to provide reasonable accommodations without discrimination. Option B is the correct answer.
Step-by-step explanation:
A job description should include various details about the job role intended to provide clarity on the responsibilities, requirements, and expectations associated with the position. However, it should not include information about a prospective or current employee's disability status. According to the Americans with Disabilities Act (ADA), employers cannot discriminate against any individual based on a disability and are required to provide reasonable accommodations. This federal law ensures that all job applicants are given a fair chance based on their abilities and qualifications, rather than being assessed on their disabilities.
Therefore, a job description can legally include physical requirements and mental requirements if they are a bona fide occupational qualification (BFOQ) for the job. It can also state if specific approvals from management are necessary. However, it should never list the employee's disability status, as this would be in direct violation of the ADA, specifically Titles I and V, which prohibit discrimination based on disability in employment practices.
The enforcement of these federal laws is overseen by the U.S. Equal Employment Opportunity Commission (EEOC), which is responsible for enforcing laws that make it illegal to discriminate against a job applicant or an employee because of certain criteria, including disabilities.