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Under the ADA and FEHA, treat an existing employee who applies for a different job within your company as an applicant. You can’t ask disability-related questions or require a medical examination before making the individual a conditional offer. After you make an offer, an examination or inquiry must be job-related and consistent with business necessity.
Individuals aren’t applicants if they’re:
These individuals are employees, which means you can only make a disability-related inquiry or require a medical examination that’s job-related and consistent with business necessity.