The appointment of the position can be contingent on the passing of the post-offer assessment. The ADA does not prohibit an employer from establishing job-related qualification standards. It does not interfere with the employer's authority to establish appropriate job qualifications. However, ADA is designed to assure that people with disabilities are not excluded from jobs that they can perform. This can be determined by the completion of an essential function job analysis for each job.
Essential functions look at the end product of a job function.
If the product can be obtained in a manner that does not create a hardship, there may be several ways to accomplish the task. Other related functions are incidental to the fundamental duties of the position. A potential employee cannot be denied a job because of inability to perform other related functions. The job analysis should include a description of activity for each half hour of the work day. Have the employee sign the job description at the time of hire.