Hostname: page-component-78c5997874-lj6df Total loading time: 0 Render date: 2024-11-14T06:08:35.618Z Has data issue: false hasContentIssue false
  • English
  • Français

A clarification of ADA jurisprudence for personality-based selection

Published online by Cambridge University Press:  01 August 2019

Chase A. Winterberg Open the ORCID record for Chase A. Winterberg [Opens in a new window] ,
Michael A. Tapia ,
Kimberly S. Nei  and
Bradley J. Brummel
Get access Rights & Permissions [Opens in a new window]

Abstract

An abstract is not available for this content so a preview has been provided. Please use the Get access link above for information on how to access this content.
Image of the first page of this content. For PDF version, please use the ‘Save PDF’ preceeding this image.'
Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 12 , Issue 2 , June 2019 , pp. 172 - 176
Copyright
© Society for Industrial and Organizational Psychology 2019 

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Americans with Disabilities Act of 1990, as amended, 42 U.S.C.A. §§ 12111-7 (West, Westlaw through P.L. 115-231.).Google Scholar
Borman, W. C., Penner, L. A., Allen, T. D., & Motowidlo, S. J. (2001). Personality predictors of citizenship performance. International Journal of Selection and Assessment, 9, 52–69.CrossRefGoogle Scholar
Equal Employment Opportunity Commission. (1995). ADA enforcement guidance: Preemployment disability-related questions and medical examinations. Retrieved from https://www.eeoc.gov/policy/docs/preemp.html Google Scholar
Equal Employment Opportunity Commission. (2000). Enforcement guidance: Disability-related inquiries and medical examinations of employees under the Americans with Disabilities Act (ADA). Retrieved from https://www.eeoc.gov/policy/docs/guidance-inquiries.html Google Scholar
Estreicher, S., Harper, M. C., & Tippett, E. C. (Eds.). (2016). Disability discrimination. In Cases and materials on employment discrimination and employment law: The field as practiced (5th ed., pp. 501–562). St. Paul, MN: West Academic Publishing.Google Scholar
Hogan, R., & Hogan, J. (2007). Hogan Personality Inventory manual (3rd ed.). Tulsa, OK: Hogan Assessment Systems.Google Scholar
Hogan, R., & Hogan, J. (2009). Hogan Development Survey manual (2nd ed.). Tulsa, OK: Hogan Press.Google Scholar
Karraker v . Rent-A-Center, Inc., 411 F.3d 831 (7th Cir. 2005).Google Scholar
Kroll v . White Lake Ambulance Auth., 691 F.3d 809 (6th Cir. 2012).Google Scholar
Melson-Silimon, A., Harris, A. M., Shoenfelt, E. L., Miller, J. D., & Carter, N. T. (2019). Personality testing and the Americans with Disabilities Act: Cause for concern as normal and abnormal personality models are integrated. Industrial and Organizational Psychology: Perspectives on Science and Practice, 12(2), 119–132.CrossRefGoogle Scholar
Williams, K. Z., Schaffer, M. M., & Ellis, L. E. (2013). Legal risk in selection: An analysis of processes and tools. Journal of Business and Psychology, 28, 401–410.CrossRefGoogle Scholar