An airline was in a hurry to hire flight attendants. After conducting interviews, it issued conditional offers of employment, contingent on successful completion of background checks and medical exams. The background checks would be completed later, but the medical exams were conducted immediately on-site by the airline’s medical department. The medical exams included blood tests that revealed the HIV-positive status of the candidates. They had not revealed their HIV status when asked to complete medical history questionnaires as part of their medical exams. The airline said that it was rescinding their conditional job offers due to their failure to disclose the information. The rejected job candidates sued under the ADA. What should the court decide?