My thanks to those who replied to my question about job applications. One person suggested looking into the American with Disabilities Act. I did find specific references to my question, and it seems that the ADA does offer legal protection for job applicants. I'm including some important points that I found, in case others are facing similar situations. I'd still like to hear from anyone who has applied or interviewed for a job, after diagnosis, or anyone who has worked on the management side,and has hired people with chronic diseases. The following was found on "The Jobs Accommodations Network (JAN) - The ADA Hot Links Page." (Great site!) http://janweb.icdi.wvu.edu:80/links/adalinks.htm These quotes are from the "ADA Technical Assistance Manual" which explains the provisions of the ADA, and also gives specific examples. "The ADA Prohibits any Pre-Employment Inquiries about a Disability" 1. Before making a job offer: At this stage, an employer: MAY ask questions about an applicants ability to perform specific job function; MAY NOT make an inquiry about a disability; MAY make a job offer that is conditioned on satisfactory results of a POST-OFFER medical examination or inquiry. 2. After making a conditional job offer and before an individual starts work: At this stage an employer may conduct a medical exam or ask health-related questions, providing that all candidates who receive a conditional job offer in the same job category are required to take the same exam and/or respond to the same inquiries. Basic Requirements Regarding Pre-Offer Inquiries An employer MAY NOT inquire about the nature or severity of a disability on application forms, in job interviews, in background or reference checks. The Job Application Form Questions that MAY NOT be asked include: Please list any conditions or diseases for which you have been treated in the last 3 years. How many days were you absent from work because of illness last year? Have you had a major illness in the last 5 years? Are you taking any prescribed drugs?" MEDICAL EXAMINATIONS AND INQUIRIES Pre-Employment, Pre-offer "An employer may not require a job applicant to take a medical examination, to respond to medical inquiries or to provide information about workers' compensation claims before the employer makes a job offer." Pre-Employment, Post-Offer "An employer may condition a job offer on the satisfactory result of a post-offer medical examination or medical inquiry if this is required of all entering employees in the same job category." "IF an individual is not hired because a post-offer medical exam or inquiry reveals a disability, the reason(s) for not hiring must be job-related and necessary for the business. The employer must also show that no reasonable accommodation was available that would enable this individual to perform the essential job functions." "The results of a medical examination may not disqualify persons currently able to perform essential job function because of unsubstantiated speculation about future risk." (This point I think is the very important for PWP seeking employment - although the definition of "unsubstantiated" could be interpreted in many ways.) Any comments? Linda Herman [log in to unmask]