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20 <br /> entity to make reasonable accommodation to the physical or mental <br /> impairments of the employee or applicant; <br /> (7 ) using qualification standards, employment tests , or <br /> other selection criteria that screen out or tend to screen out an <br /> individual with a disability or a class of individuals with <br /> disabilities unless the standard, test, or other selection <br /> criteria, as used by the covered entity, is shown to be job related <br /> for the position in question, is consistent with business <br /> necessity, and cannot be accomplished by reasonable accommodation <br /> as required under this Ordinance; <br /> ( 8) failing to select and administer tests concerning <br /> employment in the most effective manner to ensure that when such <br /> test is administered to a job applicant or employee who has a <br /> disability that impairs sensory, manual, or speaking skills , the <br /> test results accurately reflect the skills, aptitude, or whatever <br /> other factor of the applicant or employee that such test purports <br /> to measure, rather than reflecting the impaired sensory, manual, or <br /> speaking skills of the employee or applicant, except where such <br /> skills are the factors that the test purports to measure; <br /> ( 9) conducting a medical examination or making inquiries <br /> of a job applicant as to whether such applicant is an individual <br /> with a disability or as to the nature or severity of such <br /> disability. <br /> ( 10) a covered entity may make pre-employment inquiries <br /> into the ability of an applicant to perform job-related functions, <br /> may require a medical examination after an offer of employment has <br /> 15 <br />