Both Georgia statute 19-11-9.2 and the Federal Personal Responsibility and Work Opportunity Reconciliation Act of 1996 require all Georgia employers to report all newly hired employees, including rehires, to the "State New Hire Reporting System". No employers are exempt.
In the hiring process, employers usually use a variety of questionnaires, applications, medical examinations, and tests to determine the competency of an applicant. At the pre-offer stage of the process, disability-related questions and medical examinations are prohibited under the ADA.
Federal contractors and subcontractors are required to immediately list all employment openings with the nearest state employment service (Georgia Department of Labor). This job-listing requirement applies to all job openings with the exception of executive or top management jobs, positions filled from within the organization, and jobs lasting fewer than 3 days. This includes agreements to lease workers from temp agencies. Qualified special disabled veterans, and any veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized, are given priority by the job service for referral to the federal contractor and subcontractor job openings. The priority referral does not obligate an employer to hire any job service referrals.
The USDOL provides electronic copies of the required posters at the web site below. Some of the posters are available in Spanish, as well as English. Note that posting requirements vary by statute; not all employers are covered by each statute. For example, some small businesses may not be covered by the Family and Medical Leave Act and thus would not be subject to the posting requirements.
USDOL Poster Page also includes links to eLaws and additional law and advisory sites.
The ADA requires that employers with 15 or more employees make reasonable accommodations in the workplace for employees with disabilities. Reasonable accommodations must be made on a case-by-case basis and are not required when costs would constitute an undue hardship for an employer.