What is the primary limitation imposed by the ADA during the pre-employment process?

The primary limitation imposed by the Americans with Disabilities Act (ADA) during the pre-employment process is that pre-employment inquiries and exams regarding a candidate’s medical history or disability status are generally prohibited. This means that employers cannot ask questions or conduct medical examinations that relate to an applicant's disability before a conditional job offer has been made. The idea behind this is to prevent discrimination against individuals with disabilities and to ensure that hiring decisions are based on qualifications and merit rather than medical history.

After a job offer is made, employers are allowed to conduct medical examinations and ask about disabilities, provided that similar examinations are required of all candidates for the same job. This protects the rights of individuals with disabilities and encourages inclusivity in the hiring process. Thus, the correct option reflects a fundamental principle of the ADA designed to promote fairness and equal opportunity in employment.