This paper describes how the process of matching workers to jobs through selection procedures are extremely complex, and the assessment of whether a screening test can be conducted without violating the laws or regulations is also discussed in this chapter as a complex process that must incorporate interpretations subsequent to the initial enactment. For example, the Equal Employment Opportunity Commission (EEOC) publishes enforcement guidance for the Americans with Disabilities Act (ADA) that is based on court decisions. Thus, the process of assessing the appropriateness of a particular application of selection must include a consideration of the laws and regulations, as well as subsequent interpretive guidance that result from court decisions. Because of these complexities, Johns and colleagues (1994) recommended that decisions regarding a test should be made by a multidisciplinary team that includes legal council. Many basic principles apply to all selection procedures. The objective of this chapter is to discuss the most important concepts, as well as to provide examples of proper and improper application of pre-placement strength testing for placing workers in manual materials handling jobs.
Abstract