Introduction
The case represents the issue of using psychological tests in the employer’s decision-making process of promoting its employees. Rent-A-Center conducted the APT Management Trainee-Executive Profile test on its employees to evaluate some of the personal traits of workers as well as their skills in language and math. The 502 questions for the test were taken from the MMPI. Three Karrakker brothers performed poorly on the test and were not promoted as a result. Hence, they sued Rent-A-Center, claiming that the questions from the MMPI test violated the Americans with Disabilities Act of 1990 (ADA).
Issues
Does the use of MMPI by the employer violate the ADA? Can MMPI be claimed as a medical test in the case of APT Management Trainee-Executive Profile? Can job-related tests made out of business necessity be viewed as violations of ADA?
Decisions
First, the Karrakker brothers went to the district court, which ruled that the use of MMPI questions by the employer did not violate the ADA. However, when they further went to the United States Court of Appeals, the decision was changed (Mulvihill, 2005). The court found that the use of MMPI by the employer could potentially hurt the employment or promotion prospects of a person with mental impairment; hence, it is considered a violation of ADA.
Reasoning
- The MMPI test can be used both as a medical examination, and as a psychological test to identify certain personality traits.
- Although Rent-A-Center claimed that the test was not evaluated by the professional psychologist and was scored by using a vocational protocol, the court ruled that such use did not exclude a negative effect it had on employees with mental illnesses.
- Regardless of whether the psychologists’ interpretation was involved, the use of the MMPI was considered a medical test and a violation of ADA as it harmed mentally disabled employees.
- The ruling helps employers to ensure that the tests that they give to their employees are job related.
- Employers also have to ensure that the personality tests they conduct do not elicit information about applicant’s mental condition.
Opinion
According to ADA, the employer has to make his decision solely based on the job-related skills and knowledge of a candidate. An attempt to acquire information concerning mental disability would be an act of discrimination and a violation of ADA. Therefore, I agree with the ruling of the Karrakker vs. Rent-A-Center case.
References
Mulvihill, M. E. (2005). Karraker v. Rent-A-Center: Testing the Limits of the ADA, Personality Tests, and Employer Preemployment Screening. Loy. U. Chi. LJ, 37, 865.