Job Tests for People With Disabilities

Job tests must comply with the ADA and FEHA and are closely scrutinized by both the EEOC and the CRD to determine if they’re job related. The EEOC and CRD will also examine any promotion-related test given to an employee with a disability if the employer doesn’t give the same test to a person without a disability.

You can give job-related tests that accurately measure the applicant’s job skills or aptitude rather than reflecting the individual’s disability. You must provide reasonable accommodation for a disabled applicants when they take the test.

Employers may not use employment tests that screen out or tend to screen out individuals¹