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Based on your understanding of the law and the job analysis results, can the company use this test to screen applicants? Are there specific test items that are (or may be) legally problematic? What (if any) other information do you need about the job analysis, the test, or anything else to be able to take a definitive position on whether the company should use test? Do you regard any of these questions as an invasion of privacy? If so, which items?
