We support only those employment tests which meet the standards of the ADA and other Employment and Labor Laws such as the FLSA for employment testing of people with Disabilities.
Specifically, we are against any test which does not meet the BFOQ provision of the FLSA and the requirement to make reasonable accommodations for job applicants to take the tests. Furthermore, if the test cannot be proven to be associated with an essential function of the job (which can be performed with or without accommodation), on its’ face may discriminate against a person with a disability.
And only when such tests can be deemed legal we further support using only employments tests which meet the rigorous muster of accepted research methods for verifying external and internal reliability and validity.
We call on the EEOC to quickly investigate claims and take swift appropriate and meaningful action when Federal Laws are violated.