Can I use the MMPI-2-RF instrument in compliance with the ADA (Americans With Disabilities Act) and Civil Rights Act?
Pearson cannot offer legal advice. We recommend that you seek the opinion of competent employment counsel to ensure that you obtain the most appropriate advice for your individual circumstances. We can note, however, that the ADA’s apparent impact on the use of the MMPI-2-RF instrument relates to the timing of administration. The MMPI-2-RF instrument meets the definition of a medical examination as defined by the Equal Employment Opportunity Commission (EEOC) under the ADA, and hence must be administered subsequent to a conditional offer of employment being tendered by an employer. Under the Civil Rights Act of 1991 (“CRA”) it is inappropriate to use either race or sex norms when utilizing tests in the employment domain. The MMPI-2-RF norms are not based on race or sex.
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