Pre-Screening Tests in Automotive Companies Research Proposal

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The resulting legal ramifications have created an environment of sensitivity to all types of potential discrimination through pre-employment testing procedures.

The ADA Act of 2008 became effective on January 1, 2009. A significant change in the way "disability" is defined is incorporated in the language, so the EEOC is preparing to evaluate the impact of how the language affects the ADA and how it is enforced. Pre-job testing, even though it is done for the right reasons, may now be affected.

The National Institute on Disability and Rehabilitation Research (NIDRR) has established 10 regional centers providing information, technical assistance and training to people with disabilities, employers, and others having responsibilities under the ADA (Nester, Mary Ann, 2008).

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Even though historically, job applications and interviews could request information concerning an applicant's mental and physical condition, because it was used to discriminate against and even exclude applicants with disabilities, it has created legal repercussions against employers. Today this kind of information may not be legally requested and a medical exam or drug test may not be administered until after a conditional job offer is made to the applicant.

Pre-job and post-job placement testing of applicants' physical abilities and skills, however, may show that work-related injuries may be reduced through careful choices of employees......

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"Pre-Screening Tests In Automotive Companies" (2009, June 30) Retrieved June 4, 2026, from
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