An employer need not offer or provide reasonable accommodation where it has no knowledge or reason to know of the individual's need for an accommodation.
Unless a handicap and the need for accommodation is known to the employer, it is the responsibility of the individual to inform the employer that an accommodation is needed.
The purpose of this restriction is to isolate consideration of an applicant's job qualifications from any consideration of his/her medical or disability-related condition.
Employers may tell applicants what is involved in the hiring process and ask whether they will need a reasonable accommodation to take any tests, fill out application forms, or do anything else typically required of applicants.
Prior to making a conditional job offer, the employer should have evaluated all relevant non-medical information.
Once a conditional job offer is made, the employer may conduct a medical examination (and/or inquiry) and may condition a job offer on the satisfactory result of a post-offer medical examination (and/or inquiry).
Such inquiries, however, may be evidence of discrimination.