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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 or <br /> otherwise deny a job or benefit to an individual with a disability <br /> or a class of individuals with disabilities, unless the standard, <br /> test, or other selection criteria, as used by the covered entity, <br /> is shown to be job related for the position in question, is <br /> consistent with business necessity, and cannot be accomplished by <br /> reasonable accommodation 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 of a <br /> job applicant as to whether such applicant is an individual with a <br /> disability or as to the nature or severity of such disability. <br /> However, a covered entity may make pre-employment inquiries into <br /> the ability of an applicant to perform job-related functions, may <br /> require a medical examination after an offer of employment has been <br /> made to a job applicant and prior to the commencement of the <br /> employment duties of the applicant, and may condition an offer of <br /> 14 <br />