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However, the police department must be careful to not preclude the ADA applicants from those jobs to which they can be ascribed and hired for with little to no reasonable accommodations because not allowing or considering such reasonable accommodations can indeed be construed a violation of the law so the hiring managers and associated forensic psychologists need to be very careful (ADA, 2013).
It may seem to some people including many forensic psychologists that the ADA is a double-edged sword that potentially puts ill-prepared people in the line of fire while at the same time raising the possibility that a department will deemed to be anti-disabled or discriminatory. However, there are best practices and good habits that can and should be undertaken so that ADA applicants are hirable for the jobs that they are able to do while at the same time protecting the public because physically incapable applicants (regardless of what the genesis of the incapability...
However, each hire and job should be looked at on a case by case basis with a legal and proper summary of what the job requires from a physical standpoint and what is not required and what can be reasonably changed to accommodate an ADA applicant (ADA, 2013).
References
ADA. (2013, August 11). ADA.gov homepage. ADA.gov homepage. Retrieved August 11, 2013, from http://www.ada.gov
ADA. (2013, August 11). QUESTIONS AND ANSWERS:THE AMERICANS WITH DISABILITIES ACTAND HIRING POLICE OFFICERS. ADA.gov homepage. Retrieved August 11, 2013, from http://www.ada.gov/copsq7a.htm
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