Final answer:
No, under the ADA, First Source cannot lawfully refuse to hire Tara if she is qualified for the position and can perform the job with or without reasonable accommodations, unless doing so causes undue hardship to the company.
Step-by-step explanation:
Under Titles I and V of the Americans with Disabilities Act of 1990 (ADA), no covered entity, which includes most employers, is allowed to discriminate against a qualified individual on the basis of disability. This includes all aspects of employment, such as application procedures, hiring, advancement, and other employment conditions. Specifically, an employer must not refuse to hire an individual simply because of their disability if the person is qualified for the position and able to perform the essential functions of the job with or without reasonable accommodation.
An employer is also required to provide reasonable accommodations for an applicant or employee's known disabilities, unless doing so would cause undue hardship to the business. 'Undue hardship' means that the accommodation would require significant difficulty or expense in relation to the size, resources, or structure of the employer's operation.
If Tara is able to perform the essential functions of the job she applied for, either on her own or with reasonable accommodation, and the accommodation does not impose an undue hardship on First Source, it would be unlawful for the company to refuse to hire her based on her disability.