- About Us
- News & Events
- Contact Us
In November 2011, the U.S. Equal Employment Opportunity Commission (EEOC) posted an informal discussion letter that addressed whether employers that require a high school diploma as a condition of employment may be discriminating against individuals who are unable to earn a high school diploma due to a learning disability.
The letter indicated that organizations that require a high school diploma for employment may violate the Americans with Disabilities Act (ADA) unless “it can demonstrate that the diploma requirement is job related and consistent with business necessity.”
This triggered an avalanche of questions and speculations about this requirement, and has since resulted in the EEOC posting a response to some of the most common questions that have been brought to light.
Here are some of the key questions that were addressed and responses provided by the EEOC:
Is it illegal to require a high school diploma?
No, however, employers may have to allow individuals that have claimed that a disability prevented them from obtaining a high school diploma to demonstrate their qualifications for the job in another way.
Does this mean that an employer must hire the individual that has a disability?
No. The employer may still choose the best applicant for the job. No preference has to be given to the individual with the disability.
Learn the answers to other commonly asked questions about high school diplomas and the ADA at: What You Should Know: Questions and Answers about the EEOC and High School Diploma Requirements.
Free Report: Business Guide to Employment Background Checking
Learn nine background screening best practices by downloading:
Business Guide to Employment Background Checking
The HireRight Blog is provided for informational purposes only. It is not intended to be comprehensive, and is not a substitute for and should not be construed as legal advice. HireRight does not warrant any statements in the HireRight Blog. Any statutes or laws cited herein should be read in their entirety. You should direct to your own experienced legal counsel questions involving your organization's compliance with or interpretation or application of laws or regulations and any additional legal requirements that may apply.
- Candidate Experience
- Contingent Workforce
- Credit Checks
- Criminal Background Checks
- Drug Testing
- e-Recruiting Integration
- Education Verification
- Employment Background Checks
- Form I-9 & E-Verify
- Health Care Background Checks
- International Background Checks
- Outplacement Services
- Small Business
- Social Media
- Transportation Industry
- Workplace Violence
- Employers Continue to Realize the Importance of Drug Testing
- Employers Focused on the Candidate Experience and Time to Hire, New Report Finds
- 10 Important Characteristics of an Effective Virtual Outplacement Solution
- Employers Continue to be Tentative About the Role of Social Media in their Hiring Process
HireRight Twitter Feed
(about 9 hours ago)
(about 11 hours ago)
LAST CHANCE to learn how to make your screening program "Sparkle" and enter to win $500 Tiffany GC. Visit HireRight booth 645. #SHRM13(about 13 hours ago)
(about 14 hours ago)
@sweetgirlinatl Thanks for stopping by! Good luck in the $500 Tiffany&Co gift card drawing too!(about 14 hours ago)
- (about 9 hours ago)