Source: https://www.eeoc.gov/eeoc/foia/letters/2013/title_vii_ada_integrity_tests.html
Timestamp: 2019-04-26 07:54:02+00:00

Document:
Your letter provides three examples of questions from your client’s integrity tests.(8) These questions ask applicants to describe their current use of methamphetamine, their current use of illegal, nonprescription drugs at work, and whether they would take things from their employer without permission to get even if they felt that the employer (either the company or their boss) was treating them unfairly.
We hope this information is helpful to you. This discussion is an informal discussion of the issues you raised and is not an official opinion of the Equal Employment Opportunity Commission. For further information, please contact Carol R. Miaskoff, Assistant Legal Counsel, at (202) 663-4645 or Tanisha Wilburn, Senior Attorney Advisor, at (202) 663-4909.
(3)�U.S. Equal Emp’t Opportunity Comm’n, Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964 (2012), http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm [hereinafter Arrest and Conviction Records].
(5)�See 42 U.S.C. § 2000e et seq.
(6)�See 42 U.S.C. § 2000e-2(a). See also Arrest and Conviction Records, § IV., Disparate Treatment Discrimination and Criminal Records.
(7)�See 42 U.S.C. § 2000e-2(k)(1)(A)(i); Griggs v. Duke Power Company, 401 U.S. 424 (1971); Arrest and Conviction Records, § V., Disparate Impact Discrimination and Criminal Records.
(8)�Integrity tests are generally used in employment to “predict the likelihood that a person will engage in certain conduct (e.g., theft, absenteeism).” U.S. Equal Emp’t Opportunity Comm’n, Employment Tests and Selection Procedures, Governing EEO Laws (2010), http://www.eeoc.gov/policy/docs/factemployment_procedures.html.
(9)�In your letter, you stated that “[t]he test(s) do not ask any questions about the applicant’s arrest or conviction history.” *** Letter at 1.
(11)�See 42 U.S.C. § 2000e-2(h), (1).
(12)�See generally 42 U.S.C. § 12101 et seq. See also U.S. Equal Emp’t Opportunity Comm’n, Disability-Related Inquiries and Medical Examinations of Employees Under the Americans with Disabilities Act (ADA), § A., Background (2000), http://eeoc.gov/policy/docs/guidance-inquiries.html (stating that “[a]t the first stage (prior to an offer of employment), the ADA prohibits all disability related inquiries and medical examinations, even if they are related to the job”).
(13)�See U.S. Equal Emp’t Opportunity Comm’n, Enforcement Guidance: Preemployment Disability-Related Questions and Medical Examinations (1995), http://www.eeoc.gov/policy/docs/preemp.html.
(14)�See 42 U.S.C. § 12114(a); 29 C.F.R. § 1630.3(a). The illegal use of drugs includes the possession or distribution of drugs which are unlawful under the Controlled Substances Act, and the unlawful use of prescription drugs. 29 C.F.R. § 1630.3(a)(2).
(15)�See 42 U.S.C. § 12114(b)(1), (2); 29 C.F.R. § 1630.3(b)(1), (2). See also Preemployment Disability-Related Questions and Medical Examinations, supra note 13 (stating that an employer may ask applicants questions about their prior illegal drug use “as long as it does not go to past drug addiction”).
This page was last modified on November 1, 2013.

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