Why is it important for a police psychologist to be familiar with the Americans with Disabilities Act?
What will be an ideal response?
The ADA prohibits discrimination and mandates equal treatment of all individuals regardless of physical or mental disabilities. Its sections on employment prohibit public employers and private employers with 15 or more employees from discriminating against any qualified person with a disability who can perform the essential (as opposed to marginal or incidental) functions of the job he or she holds or seeks. It’s crucial for police psychologists who design employment screening, selection, and promotional procedures for police agencies to be familiar with the act. For example, a police agency must not ask applicants any health or fitness questions that elicit information about disabilities. At the post-offer/pre-hire stage, a police department may make direct inquiries about disabilities and may require applicants to undergo medical and psychological examinations. The ADA affects receiving citizen complaints; interviewing witnesses; arresting, booking, and holding suspects; operating telephone (“911”) emergency centers; providing emergency medical services; and enforcing the laws.
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