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...... In May of 2007, a public meeting was held by the EEOC on Employment Testing and Screening in which witnesses addressed employee testing and selection procedures, and recent legal cases have charged automobile industry employers with discrimination. The resulting legal ramifications have created an environment of sensitivity to all types of potential discrimination through pre-employment testing procedures.[1]
The ADA Act of 2008 became effective on January 1, 2009. A significant change in the way disability is defined is incorporated in the language, so the EEOC is preparing to evaluate the impact of how the language affects the ADA and how it is enforced. Pre-job testing, even though it is done for the right reasons, may now be affected
The National Institute on Disability and Rehabilitation Research (NIDRR) has established 10 regional centers providing information, technical assistance and training to people with disabilities, employers, and others having responsibilities under the ADA (Nester, Mary Ann, 2008). Even though historically, job applications and interviews could request information concerning an applicants mental and physical condition, because it was used to discriminate against and even exclude applicants with disabilities, it has created legal repercussions against employers. Today this kind of information may not be

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