Which hiring practice does not comply with the Americans with Disabilities Act?

The choice indicating that questioning applicants about visible disabilities does not comply with the Americans with Disabilities Act (ADA) is accurate. The ADA protects individuals from discrimination based on disability, and this extends to how employers interact with potential employees during the hiring process.

When an employer questions applicants specifically about visible disabilities, it can create an environment of discrimination, as it directly targets an individual’s disability status rather than their qualifications for the job. This practice can lead to assumptions about an applicant’s abilities and potential contributions, fostering bias and limiting opportunities based solely on their disability.

While the other practices mentioned may have specific legal guidelines and can be permissible within certain boundaries, directly asking about visible disabilities shifts the focus from the candidates’ capabilities and qualifications to their disabilities, which is not in alignment with the principles set forth in the ADA.