Restaurants, Fast Food Stores, and Related Businesses: Check Out These Recent EEOC Guidelines for ADA Compliance

If you work as a manager or HRM manager in these kinds of businesses, I strongly recommend that you review the latest EEOC document, which is applicable to your industry. This document reviews the kinds of questions you can ask in a job interview, the types of accommodations you may need to offer, and the questions you can ask after a conditional job offer is made. What was particularly interesting to me was learning what the Big 4 pathogens are. Do you know? Read on to see if you right!

The Big 4 are:

Salmonella Typhi,

Shigella spp.,

Shiga toxin-producing Escherichia coli

Hepatitis A virus

Note that the EEOC points out that:

If the applicant is disabled by the illness, then you may cancel the job offer only if:

it is for a food handling job; and

you determine that either there is no reasonable accommodation that would eliminate the risk of transmitting the disease through food, or any such accommodation would be an undue hardship to your business.

Furthermore, you may be wondering about whether an employee with a major disease can be kept away from your establishment. Here is what EEOC says:

If the employee is disabled by one of the diseases listed in the Food Code, you may follow the Food Code’s requirement that the employee be excluded from the food establishment only if you determine that:

there is no reasonable accommodation that would eliminate the risk of transmitting the disease while also allowing the employee to work in his food handling position, or

all reasonable accommodations would pose an undue hardship on your business; and

there is no vacant position not involving food handling for which the employee is qualified and to which he can be reassigned

Got questions? I urge you to read this document and educate your managers and supervisors!

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