According to the Americans with Disabilities Act, which of the following can't you do after hiring a disabled person?

Under the Americans with Disabilities Act (ADA), it is prohibited to require a medical examination specifically of an employee solely based on a suspicion of their disability. This is because the ADA aims to protect individuals with disabilities from discrimination in the workplace. The act emphasizes that any medical examinations or inquiries must be applied consistently to all employees, regardless of disability status, and should not be based on assumptions about an individual's abilities or limitations.

In the context of hiring a disabled person, all employees should be treated fairly and equitably, with medical examinations only being permissible if they are job-related and consistent with business necessity. Hence, singling out an employee suspected of having a disability for a medical examination violates the principles of non-discrimination and equal treatment under the ADA, making this the correct choice in identifying what cannot be done after hiring a disabled individual.

In contrast, requiring regular performance reviews, offering disability training, and providing reasonable accommodations are all consistent with supporting employees with disabilities in their roles while fostering an inclusive work environment.