Assume that a job applicant has a disability, and in this case, it is not clear whether the individual will be able to perform the essential functions of the job. According to the Americans with Disabilities Act, is it appropriate to ask such an applicant to submit to a physical examination? Why or why not?
Answer to relevant QuestionsWhy should a selection method be both valid and reliable? What could happen legally if a company uses a selection method that lacks these characteristics? What is the current status of drug testing in American organizations? Do you think drug testing is justifiable? Why? How often should formal performance evaluations take place? Informal ones? How often do they take place? Define the term broadbanding. How does it relate to traditional job evaluation outcomes like pay ranges and classes? What are some of the advantages and disadvantages of a merit-based compensation system?
Post your question