10.2190/ULXB-9NQE-DF3R-NR3M ULXB9NQEDF3RNR3M 7 To Test or Not to Test: The Status of Psychological Testing Under the Ada 351 355 20020509 20020509 20020509 20020509 ULXB9NQEDF3RNR3M.pdf http://baywood.metapress.com/link.asp?target=contribution&id=ULXB9NQEDF3RNR3M 4 David W. Arnold Ph. D. ESQ. Alan J. Thiemann ESQ. Reid Psychological Systems, Chicago, Illinois Taylor Thieman and Aitken, Alexandria, Virginia The enactment of the Americans with Disabilities Act (ADA) has raised a number of questions for employers who must ensure that their hiring practices do not unfairly discriminate against the disabled. This article provides a discussion of the permissibility of using preemployment psychological tests under the ADA as established by the EEOC's final rules and case law under the federal Rehabilitation Act. Americans with Disabilities act, Sec. 102(c)(3) 1990. 29 CFR § 1630.2(h) 1991. 29 CFR § 1630.14(b) 1991. <i>Diagnostic and Statistical Manual of Mental Disorders</i>, (3rd Edition, rev.), American Psychiatric Association, Washington, D.C., 1987. <i>Daley v. Koch</i>, 51 FEP Cases 1077 (2d Cir. 1989). <i>Tudyman v. United Airlines</i>, 608 F. Supp. 739 (C.D. Cal. 1984). <i>Forrisi v. Bowen</i>, 794 F. 2d 931 (4th Cir. 1986).