Scheduling Appointments
- Providing travel instructions: Some participants with visual or mobility impairments will phone in prior to the appointment date, specifically for travel instructions. The scheduler should be very familiar with the travel path in order to provide applicants with accurate information.
- Accessibility to meeting area: Make sure the place where the meeting is to be conducted is accessible by checking the following:
- Are there disabled parking spaces available and nearby?
- Is there a ramp or step-free entrance?
- Are there accessible restrooms?
- If the meeting is not on the ground floor, does the building have an elevator?
- Are there any water fountains and telephones at the proper height to be used by a person in a wheelchair?
- If the meeting site is inaccessible (e.g., building has no elevator or entrance ramp), inform the person about the barrier prior to the meeting and offer to make arrangements for an alternative interview site.
- When scheduling meetings for persons with disabilities, consider their needs ahead of time:
- When giving directions to a person in a wheelchair, consider distance, weather conditions and physical obstacles such as stairs, curbs and steep hills.
- When directing a person with a visual impairment, use specifics such as "go left a hundred feet, or right two yards".
- Be considerate of the additional travel time that may be required by a person with a disability.
- Familiarize the applicant in advance with the names of all persons he or she will be meeting during the visit. This courtesy allows persons with disabilities to be aware of the names and faces that will be met.
- People with disabilities use a variety of transportation services when traveling to and from work. When scheduling an interview, be aware that the person may be required to make a reservation 24 hours or more in advance, plus travel time. Provide the interviewee with an estimated time to schedule the return trip when arranging the interview appointment.
- Expect the same measure of punctuality and performance from people with disabilities that is required of every potential or actual employee. People with disabilities expect and deserve equal treatment, not special treatment.
|
