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To develop contingency plans, employers must know what disabilities their employees face. Normally, the ADA prohibits employers from making inquiries that may reveal an employee’s disability. However, in the wake of 9/11, the EEOC relaxed its rules to allow employers to inquire about disabilities, with the following provisos:
All employees must be questioned about their medical conditions.
The information must be used for emergency planning only.
The information may not be used to make hiring...
The NCD publication advises employers to develop emergency plans for each of these kinds of disasters:
Rapid-onset events such as tornadoes and wildfires.
Isolating events in which first responders may be unable to reach people with disabilities. Pandemics requiring quarantine and biological, chemical or nuclear contamination could necessitate sheltering in place.
Large-scale events, such as hurricanes or terror attacks, where emergency services may not be available.
...I think that employers are going to use it to discriminate left and right. All sorts of things that they never would've known about now become readily available, and you can bet your bottom dollar they'll use it.