A staffing company refused to let a deaf woman apply for a warehouse job, claiming the environment was too dangerous for her. The court ruled this violated the Americans with Disabilities Act (ADA), even though the applicant had warehouse experience. The company had to pay damages and follow new hiring rules. This matters to subcontractors because you can't reject job applicants based on disability assumptions—you must evaluate each person individually and provide reasonable accommodations.
Don't assume someone with a disability can't do a job. You must evaluate their actual qualifications and experience, not stereotypes about their condition.