Under ADA Title I, what type of questions may employers legally ask?

Under ADA Title I, what type of questions may employers legally ask?

• A. Questions about disabilities
• B. Questions about job performance
• C. Questions about past employment
• D. Questions about compensation

Answer: (B)

Under ADA Title I, employers are permitted to ask questions related to job performance as these inquiries are directly related to the essential functions of the job and the qualifications of the candidate. Employers can assess whether an applicant has the skills and experience necessary to perform the job effectively, which is a legitimate and important aspect of the hiring process. Job performance questions can include inquiries about previous job responsibilities, problem-solving abilities, teamwork, and specific skills that pertain to the position being filled. This type of questioning helps ensure that the employer selects a candidate who is equipped to meet the demands of the work environment without infringing upon an individual's rights regarding disability status. In contrast, questions about disabilities would not be appropriate, as the ADA restricts inquiries that could reveal an individual's disability before a job offer is made. Questions regarding past employment and compensation may also be relevant but do not directly address the candidate's capabilities concerning the job itself, making them less suitable under the specific context of ADA compliance.

Under ADA Title I, employers are permitted to ask questions related to job performance as these inquiries are directly related to the essential functions of the job and the qualifications of the candidate. Employers can assess whether an applicant has the skills and experience necessary to perform the job effectively, which is a legitimate and important aspect of the hiring process.

Job performance questions can include inquiries about previous job responsibilities, problem-solving abilities, teamwork, and specific skills that pertain to the position being filled. This type of questioning helps ensure that the employer selects a candidate who is equipped to meet the demands of the work environment without infringing upon an individual's rights regarding disability status.

In contrast, questions about disabilities would not be appropriate, as the ADA restricts inquiries that could reveal an individual's disability before a job offer is made. Questions regarding past employment and compensation may also be relevant but do not directly address the candidate's capabilities concerning the job itself, making them less suitable under the specific context of ADA compliance.