Adopt the alternative: Under applicable US employment-selection rules, what principle applies?
Use the equally effective, less discriminatory screen and separately address individual accommodation needs.
The question
A US hospital uses AI to screen applicants for administrative jobs, not to provide clinical advice. The current screen rejects candidates needing a particular accessibility accommodation, while a less discriminatory screen predicts administrative performance equally well. Under applicable US employment-selection rules, what principle applies?
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- Adopt the alternative; handle accommodations separately. ✓The equally effective, less discriminatory screen should replace the current approach, while individual accommodation requests remain subject to separate handling.
- Adopt the alternative without conducting any individual accommodation review.The alternative may reduce discriminatory effects, but it does not eliminate the need to address an applicant’s specific disability-related accommodation needs.
- Keep the existing screen because it is faster to operate.Operational speed does not justify retaining a screen that excludes candidates when an equally effective, less discriminatory alternative exists.
- Add clinical review to determine administrative candidate suitability.Clinical review is unrelated to the administrative job criterion and does not address either the less-discriminatory alternative or the accommodation issue.
The trap
Do not treat adoption of a better selection method as a substitute for individualized accommodation review. How to remember it
Use the equally effective, less discriminatory screen and separately address individual accommodation needs.
How many of these would you get right?
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