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FOCAL ARTICLE
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Legal Concerns
One reason for industrial psychologists
slow adoption of the trait model might
be concern about whether assessing these
traits infringes workers rights covered by
legislation, for example, the Americans with
Disabilities Act (ADA) of 1990 in the United
States or the Disability Discrimination Act
of 1995 in the United Kingdom. Mental
ill health is one form of disability typically
covered by such legislation. For example,
the ADA states that qualified individuals
with disabilities cannot be discriminated
against on the basis of their disability if they
can perform the essential functions of the
job either with or without accommodation.
Klimoski and Palmer (1993) stated that
ADA has two major requirements in relation
to testing, and these are relevant to the
present discussion: first, a test that screens
out or tends to screen out an individual
with a disability must be job related and
consistent with business necessity (p. 18),
and second, tests must reflect the skills and
aptitudes of an individual with a disability
rather than impaired sensory, manual, or
speaking skills, unless those are job-related
skills the test is designed to measure (p.
18). The essence of their case is that purpose
matters: Personality tests designed to be job
related and predictive of performance are
okay, diagnostic tests designed to indicate
disorder and form the basis of treatment
plans are not.
More recently, Colella and Bruy`ere
(2010) noted that the Seventh Circuit Court
of Appeals ruled in Karraker v. Rent-aCenter, Inc . (2005) that the Minnesota Multiphasic Personality Inventory (MMPI) could
not be used in personnel selection unless
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Small Validities
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