disabilities in the selection process. If a job requires a skill that a disabled person cannot
perform, the organization is not required to provide reasonable accommodation to
allow that skill to be assessed. However, if there are ways to accommodate disabilities
both on the job and in the assessment process, the organization must provide for this.
Examples of reasonable accommodation might include substituting an oral assessment
for a written one, providing extra time to complete an assessment, providing an assessment
in Braille, providing items in larger print or providing an interpreter who can
communicate items in sign language. Guidance is available from several sources to help
HR professionals better understand their responsibilities under the ADA and provide
appropriate and reasonable accommodation when warranted