Final answer:
Employers should not probe into an applicant's medical history if they reveal they cannot perform an essential job function. Instead, the focus should be on exploring reasonable accommodations to enable the applicant to perform the job. It is important to follow the guidelines set by the EEOC to prevent discrimination based on health conditions.
Step-by-step explanation:
In the context of employment, if an applicant reveals that they cannot perform an essential function of the job, it is not appropriate for the employer to probe into the person's medical history. According to the U.S. Equal Employment Opportunity Commission (EEOC), employers are prohibited from asking questions about an applicant's medical history or disabilities during the hiring process. This is to prevent discrimination based on health conditions and ensure equal opportunities for all applicants.
Instead, if an applicant discloses that they cannot perform an essential job function, the employer should engage in an interactive process to determine if reasonable accommodations can be made to enable the applicant to perform the job. The focus should be on the individual's ability to perform the job with or without reasonable accommodations, rather than delving into their medical history.
For example, if a job requires lifting heavy objects and an applicant discloses that they have a back condition that prevents them from lifting, the employer should explore potential accommodations, such as providing lifting equipment or reassigning certain tasks, if feasible.