<html><head></head><body><div class="ydp73bb6332yahoo-style-wrap" style="font-family: verdana, helvetica, sans-serif; font-size: 16px;"><div><div dir="ltr" data-setdir="false">Great question! I guess it would depend on how big or small the technology equipment is. By law, employers can't ask a candidate what is their disability but it seems like the candidate already revealed her disability with the employer. I think that was a lawful question to ask, maybe the employer never heard of such equipment and is very curious in seeing something new or different.</div><div dir="ltr" data-setdir="false"><br></div><div dir="ltr" data-setdir="false">Dave maybe one day you and Andra can invite an Ohio Disability Rights counselor or attorney to come and speak and have a Q/A segment. I have worked with Gale Horton in the past she's an awesome expert! She is blind and she travels for speaking engagements.</div><div dir="ltr" data-setdir="false"><br></div><div dir="ltr" data-setdir="false"><br></div><div dir="ltr" data-setdir="false"><br></div><div dir="ltr" data-setdir="false"><br></div><div><br></div><div class="ydp73bb6332signature"><div style="font-family:verdana, helvetica, sans-serif;font-size:16px;"><br></div></div></div>
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On Tuesday, September 3, 2019, 07:47:14 PM EDT, Dave Bertsch via Akron-Talk <akron-talk@nfbnet.org> wrote:
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<div>On LinkedIn I saw an article from Perkins, that asked Is it ok for an employer to ask a candidate to bring his or her assistive technology with them, to an interview.</div>
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<div>Check: <a rel="nofollow" target="_blank" href="https://www.perkins.org/services/workplace/employers/course"><font color="blue"><u>https://www.perkins.org/services/workplace/employers/course</u></font></a></div>
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