Dyslexic Applicant
LindaS
1,510 Posts
I interviewed an applicant about one month ago and had him take a standardized test for the position he was applying for. The test is something we are required to give to anyone wanting a position like this (machine set-up) per our collective bargaining agreement.
He did not score high enough for me to offer him the position and I told him this in the letter I sent him letting him know that we offered the position to someone else.
He called yesterday and informed me that he has a "little dyslexia" and that he sometimes reads words backwards, etc. He did not say anything about this in the interview or while I was reading him the instructions for the test. Nor did he bring it up when I asked him if there were any questions, etc. regarding the test.
Am I now required to give him another test and allow him another opportunity for another opening?
If I am required to give him another test, what can I do different?
He did not score high enough for me to offer him the position and I told him this in the letter I sent him letting him know that we offered the position to someone else.
He called yesterday and informed me that he has a "little dyslexia" and that he sometimes reads words backwards, etc. He did not say anything about this in the interview or while I was reading him the instructions for the test. Nor did he bring it up when I asked him if there were any questions, etc. regarding the test.
Am I now required to give him another test and allow him another opportunity for another opening?
If I am required to give him another test, what can I do different?
Comments
He requested no accommodation during his interview/testing and received none. Sorry, I do not see the issue here.
Check out the recent Kohler LIRC/WFEA case regarding applicants and disabilities in Wisconsin. I agree that since he did not ask for an accommodation that your in a good position.