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Solved by verified expert:PLEASE RESPOND TO THIS, I MUST COMPLETE A PEER REVIEW ON THE BELOW. Thanks
Please demonstrate critical thinking abilities. No fewer than 250 words for post. Do not summarize the post and/or course concept(s), but perhaps comment on concepts directly applicable to your workplace.
For this response, should outside sources be used to support the content within the postings, proper in-text citations and correctly formatted references should be prepared consistent with the APA (6th edition). The list of references should be physically positioned at the end of the postings.
1. What are the requirements of the employer under the Americans with Disabilities Act of 1990 when making selection decisions? Do they differ any if the employee declares he/she has a disability?
“The ADA prohibits the use of qualification standards, employment tests, or selection criteria that tend to screen out individuals with disabilities unless the standard is job-related and consistent with business necessity. Specifically, section 102 states that tests must be selected and administered to ensure that “test results accurately reflect the skills, aptitude, or whatever other factor…that such test purports to measure, rather than reflecting [impairment]” (Gatewood, Field, & Barrick, 2011, p. 31). The employer is responsible for giving the persons applying enough information concerning the test to make a decision on whether accommodations are required to complete the test. Additionally, “preemployment inquiries about a person’s disability” is also prohibited by the ADA (Gatewood, Field, & Barrick, 2011, p. 31). The ADA Act of 1990 also requires employers “to provide reasonable accommodation to qualified individuals with disabilities who are employees or applicants of employment, unless to do so would cause undue hardship” (Commission, 2002).
If an employee/applicant declares he/she has a disability, there should not be a change in the requirements that the employer has. Making accommodations based on a declaration could cause issues and raise questions about whether the test is valid and how the accommodated and non-accommodated test should be compared. “For example, a written test that is usually self-administered might have to be read to a severely sight-impaired applicant” (Gatewood, Field, & Barrick, 2011, p. 31). The concerns are whether both tests measure the same KSAs, and, “reliability, validity, and norms of the test could be significantly altered due to an accommodation” (Gatewood, Field, & Barrick, 2011, p. 31).

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