Recently Asked Questions
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Hiring Interviews and Accommodations
If a prospective employer specifically asks about a candidate’s physical capacity to do a job and they say they can do all of the tasks required, and then notify us afterwards that they need accommodations for things they said they could do without them, are we: a) by law required to provide them OR b) can we make a decision that the person is not able to do the essential functions of the job and therefore not be allowed to continue in their employment? Dishonesty in applying for jobs seems grounds for termination, but when it comes to disabilities, I realize it’s a minefield. |
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Sex Offenders in Libraries (NYS)
We have two individuals in our community, within 500 feet on either side of the library, that have been identified as sex offenders on the NYS website. One comes to the library to take out materials. He is an adult and now living and working in the community, but still identified on the NYS website. He is listed at a higher level of offense. He does not come into our children's room, but does check out materials when programs are happening with children of all ages. Our employees are concerned with this individual in the library – he has not posed any threat, but there is still concern. What is the legal course for him coming into the library, coming into the library during certain hours and what action can be taken if something more transpires?
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