[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-0-en-105":3,"doc-seo-298216-105":59,"doc-detail-298216-en":130},{"code":4,"msg":5,"data":6},0,"success",[7,13,18,23,28,33,38,43,48,51,55],{"id":8,"doc_module":4,"doc_module_name":9,"category_name":10,"show_sort_weight":11,"slug":12},1,"Document","Story & Novel",90,"story-novel",{"id":14,"doc_module":4,"doc_module_name":9,"category_name":15,"show_sort_weight":16,"slug":17},2,"Literature",80,"literature",{"id":19,"doc_module":4,"doc_module_name":9,"category_name":20,"show_sort_weight":21,"slug":22},4,"Exam",70,"exam",{"id":24,"doc_module":4,"doc_module_name":9,"category_name":25,"show_sort_weight":26,"slug":27},5,"Comic",60,"comic",{"id":29,"doc_module":4,"doc_module_name":9,"category_name":30,"show_sort_weight":31,"slug":32},6,"Technology",50,"technology",{"id":34,"doc_module":4,"doc_module_name":9,"category_name":35,"show_sort_weight":36,"slug":37},7,"Healthcare",40,"healthcare",{"id":39,"doc_module":4,"doc_module_name":9,"category_name":40,"show_sort_weight":41,"slug":42},8,"Research & Report",30,"research-report",{"id":44,"doc_module":4,"doc_module_name":9,"category_name":45,"show_sort_weight":46,"slug":47},9,"Religion & Spirituality",20,"religion-spirituality",{"id":46,"doc_module":4,"doc_module_name":9,"category_name":49,"show_sort_weight":46,"slug":50},"World Cup","world-cup",{"id":52,"doc_module":4,"doc_module_name":9,"category_name":53,"show_sort_weight":52,"slug":54},10,"Lifestyle","lifestyle",{"id":56,"doc_module":4,"doc_module_name":9,"category_name":57,"show_sort_weight":24,"slug":58},19,"General","general",{"code":4,"msg":60,"data":61},"ok",{"site_id":62,"language":63,"slug":64,"title":65,"keywords":66,"description":67,"schema_data":68,"social_meta":123,"head_meta":125,"extra_data":127,"updated_unix":129},105,"en","pre-employment-tests-of-fit-under-the-americans-with-disabilities-act","PRE-EMPLOYMENT TESTS OF \"FIT\" - UNDER THE AMERICANS WITH DISABILITIES ACT","","Pre-employment “fit” assessments, including video-based and gamified tools, can exclude applicants by measuring decision speed, focus under pressure, impulsiveness, personality traits, and other performance-linked attributes. Fictional examples illustrate how low vision, partial facial paralysis, and depression-related personality score differences can prevent non-disabled individuals from advancing. The discussion frames how such computer-based tests—enabled by AI and data processing—may create disability-related disadvantages and examines relevant ADA legal doctrines. The work surveys the test types, evidentiary differences, and legal standards implicated by disability discrimination concerns.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/pre-employment-tests-of-fit-under-the-americans-with-disabilities-act/298216/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/pre-employment-tests-of-fit-under-the-americans-with-disabilities-act/298216.png","ImageObject",300,407,{"name":92,"@type":93},"Gelato","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-26","2026-09-18",true,{"@type":102,"interactionType":103,"userInteractionCount":52},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"Why can applicants with disabilities be disadvantaged by computer-based pre-employment “fit” tests?","Question",{"text":112,"@type":113},"Because the assessments often rely on screen visibility, facial expression recognition, speech patterns, or personality metrics, applicants may be marked as not correlating with success despite being capable of high performance.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"What role does technology and AI play in the development of sophisticated pre-employment tests?",{"text":117,"@type":113},"Advances in computer processing power and data storage, along with machine learning and related AI techniques, have enabled more sophisticated pre-employment testing systems.",{"name":119,"@type":110,"acceptedAnswer":120},"How does the document frame legal analysis of disability-related disadvantages under the ADA?",{"text":121,"@type":113},"It contrasts limited focus on disability impacts with expanding research on other discrimination contexts, then organizes the discussion of ADA doctrines and the specific standards governing how these tests may operate.","https://schema.org",{"og:url":83,"og:type":124,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":126,"canonical":83},"index,follow",{"doc_id":128,"site_id":62},298216,1789752937,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":92,"user_avatar":133,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":52,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":139,"language":140,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":67,"update_tm":129,"read_time":144,"preview_page_count":4},19241457091524,"https://us-avatar.wpscdn.com/davatar_276721f389ce27ea32af1340a28f341c","PRE-EMPLOYMENT TESTS OF “FIT”UNDER THE AMERICANS WITH DISABILITIES ACT  \n􀀃􀀂􀀇􀀅􀀄 􀀈􀀅􀀄􀀅􀀆􀀂􀀈􀀃􀀉􀀂  \nTABLE OF CONTENTS  \nI. INTRODUCTION................................................................................ 210  \nII. TESTS OF FIT.................................................................................... 213  \nA. GENERAL DESCRIPTION ........................................................... 213  \nB. DIFFERENCES............................................................................ 214  \n1. Traits Measured.................................................................214  \n2. Test Format .......................................................................216  \n3. Test Development .............................................................217  \n4. Results ...............................................................................218  \nIII. LEGAL BACKGROUND................................................................. 218  \nA. GENERAL FRAMEWORK ........................................................... 218  \nB. SECTION (B)(7) ......................................................................... 222  \nC. SECTION (B)(6) ......................................................................... 224  \n1. Screen Out .........................................................................224  \n2. The Business Necessity Defense.......................................225  \nIV. TESTS OF FIT UNDER THE ADA................................................. 230  \nA. TESTS OF FIT UNDER SECTION (B)(7) ...................................... 230  \nB. TESTS OF FIT UNDER SECTION (B)(6) ...................................... 233  \n1. Screen Out .........................................................................233  \n2. The Business Necessity Defense.......................................241  \n􀀂  \nSenior Attorney-Advisor, Office of Legal Counsel, U.S. Equal Employment Opportunity Commission; J.D. 2009, Stanford Law School; Ph.D. 2003, Princeton University. I would like to thank Carol Miaskoff and Alexandra Givens for making this Article possible, and Christopher Kuczynski for helping me think more clearly about these issues. The views expressed in this Paper are the result of independent research, and do not necessarily represent the views of the Equal Employment Opportunity Commission or the United States.  \n210 REVIEW OF LAW AND SOCIAL JUSTICE [Vol. 30:2  \nV. CONCLUSION   249  \nI. INTRODUCTION  \n(1) An individual with low vision applies for a management position. The employer uses a “gamified” assessment—an assessment that requires the applicants to play videogames—to measure applicants’ decision-making speed, ability to focus under pressure, and impulsiveness.  \nBecause the applicant has difficulty seeing the screen, he is unable to complete the test. His application is not advanced to the next round.  \n(2) An employer uses video interviewing software to screen applicants for its computer programming positions. The software analyzes the applicants’ verbal inflections, word choices, eye contact, and facial expressions to measure personality traits that are statistically associated with high performance in the employer’s current workforce. An individual with partial facial paralysis applies and is given the assessment. Because her facial expressions and speech patterns differ significantly from those of typical high performers, the results show that she does not have personality traits that correlate with success in computer programming. She is not hired.  \n(3) A successful finance specialist who takes Prozac for depression is asked to take a personality assessment when applying for a financial auditor position. Data show that the most successful financial analysts at the company have an “optimism” score of between four and seven out of ten.  \nBecause the applicant only scores a three, she is not hired.  \nIn these examples, the candidates could easily have been the best choice for the job. Their medical conditio","cbCaijg0NOxCjO01","https://ap.wps.com/l/cbCaijg0NOxCjO01","pdf",282547,42,"English","# Table of Contents\n## Introduction\n## Tests of Fit\n### General Description\n### Differences\n## Legal Background\n### General Framework\n### Section (B)(7)\n### Section (B)(6)\n## Tests of Fit Under the ADA\n### Tests of Fit Under Section (B)(7)\n### Tests of Fit Under Section (B)(6)\n#### Screen Out\n#### Business Necessity Defense\n## Conclusion","[{\"question\":\"Why can applicants with disabilities be disadvantaged by computer-based pre-employment “fit” tests?\",\"answer\":\"Because the assessments often rely on screen visibility, facial expression recognition, speech patterns, or personality metrics, applicants may be marked as not correlating with success despite being capable of high performance.\"},{\"question\":\"What role does technology and AI play in the development of sophisticated pre-employment tests?\",\"answer\":\"Advances in computer processing power and data storage, along with machine learning and related AI techniques, have enabled more sophisticated pre-employment testing systems.\"},{\"question\":\"How does the document frame legal analysis of disability-related disadvantages under the ADA?\",\"answer\":\"It contrasts limited focus on disability impacts with expanding research on other discrimination contexts, then organizes the discussion of ADA doctrines and the specific standards governing how these tests may operate.\"}]","PRE-EMPLOYMENT TESTS OF \"FIT\" - UNDER THE AMERICANS WITH DISABILITIES ACT | PDF",106]