Although many of the ADA rules that apply to applicants and new-hires are the same as the rules for employees, there are some differences. No specific information about the ADA is required on job advertisements or job applications.
The Hartford merged its new purchase with its own Group Benefits Division.This company then merged with the Metropolitan Accident Company, changed its name to the Continental Casualty Company, and moved to Chicago.The National Fire Insurance Company of Hartford was acquired in 1956, and in 1963 the American Casualty Company was acquired.We do not discriminate on the basis of race, religion, color, sex, age, national origin or disability." For additional information, see A Technical Assistance Manual on the Employment Provisions (Title I) of the Americans with Disabilities Act, Equal Employment Opportunity Commission, January 1992, at Does the ADA require affirmative action in the hiring of people with disabilities? However, it is consistent with the purpose of the ADA for employers to expand their "outreach" to sources of qualified candidates with disabilities.
Recruitment activities that have the effect of screening out potential applicants with disabilities may violate the ADA. Does the ADA allow affirmative action in the hiring of people with disabilities?The first letters of each of the original companies were merged to form the acronym CNA.