Final answer:
A medical examination or inquiry, as per ADA regulations, which allow employers to understand if any reasonable accommodations are necessary for an applicant with disabilities after a job offer has been extended.
Step-by-step explanation:
The correct option : a
Under Titles I and V of the Americans with Disabilities Act of 1990 (ADA), discrimination against a qualified individual on the basis of disability is prohibited in job application procedures, hiring, advancements, and job training, among other employment aspects. The ADA is clear in its stipulations that employers are required to provide reasonable accommodations for employees with disabilities. Thus, allowing a medical examination or inquiry post-job offer to assess and accommodate any necessary arrangements for the employee. Additional provisions like a probationary period are indeed common in the labor market, as this is a method used by employers to evaluate the performance of new hires and determine suitability for long-term employment.
During this time, an employer can terminate the employment commonly without any obligations. Under the Americans with Disabilities Act (ADA), after an employment offer has been extended, the employer is allowed to conduct a medical examination or make a medical inquiry to determine if the applicant can perform the essential functions of the job. This examination or inquiry must be job-related and consistent with business necessity.