With unemployment rates at historically low levels, organizations are dealing with high levels of employee turnover. This associated increased cost of hiring and training new employees has led many organizations to review this process to identify ways to improve the onboarding process, and some have incorporated post-offer testing procedures to further cull the applicant pool so that only those applicants with the highest marks receive the benefit of the new hire investment.

Many organizations are unfamiliar with the extent to which the Americans with Disabilities Act and related laws protect job applicants from overly-intrusive or inadvertently discriminatory applicant and employee testing. Organizations must review their current procedures to confirm compliance and to avoid the perception of discrimination.What You'll Learn:Pre-Offer vs. Post-Offer Testing

• What Constitutes a Medical Examination Under the ADA?
  
• Pre-Offer Prohibition on Medical Examinations
  
• What Constitutes a Real Job Offer?
  
• Transition to Post-Offer Stage

Post-Offer Testing

• More Latitude, but Restrictions Remain
  
• Types of Examinations
  
• Drug Tests
  
• Physical Examinations
  
• Psychological Examinations
  
• Reasonable Accommodation Discussions

Developing Tailored Testing

• Identifying Key Job Duties and Characteristics
  
• Uniformity and Confirming Consistency
  
• Training Supervisors
  
• Disparate Impact Analysis
  
• Validating Your Testing Mechanism/Reviewing Results
  
• Record Retention Rules

Guidance

• EEOC
  
• State Agencies
  
• POET Experts
  
• Common Sense

Conclusion

• Avoiding Common Pitfalls
  
• Routine Audits