When may an employer use selection criteria that screen out individuals with disabilities?
A. Never—the ADA prohibits discrimination on the basis of disability
B. When the criterion is job related and necessary to the function of the job
C. When the potential employee refuses to answer questions about the disability
D. When accommodation of the disability would be inconvenient
A
C and D are obviously out.
A is probably best, but check your text to see what it says about a situation like B.