this circumstance, it was illegal under the Americans with Disabilities Act of 1990 (ADA) to ask a job applicant whether he or she is taking any medications, and also advised that asking an applicant for his or her age "allegedly to allow for variants in analyzing his/her handwriting" was not a per se violation of the Age Discrimination in Employment Act of 1967 (ADEA), but could be significant evidence of age discrimination. The letter also said that there was no judicial guidance on "whether a policy of excluding applicants based upon their handwriting has an adverse impact on a protected group" under the ADA, ADEA, or Title VII of the Civil Rights Act of 1964. Applications Gender and handwriting A 1991 review of the then-current literature concluded that respondents were able to predict the gender of handwriting between 57 and 78% of the time. However, most of these samples, as well as subsequent studies, are based on small sample sizes that are collected nonrandomly. A much larger and more recent survey of over 3,000 participants only found a classification accuracy of 54%. As statistical discrimination below .7 is generally considered unacceptable, this indicates that most results are rather inaccurate, and that variation in results observed is likely due to sampling technique and bias. The reason for this bias varies; hypotheses are that biology contributes due to average differences in fine motor skills among males and females, and that differences arise from culture and gender bias. Employment profiling A company takes a writing sample provided by an applicant, and proceeds to do a personality profile, supposedly matching the congruency of the applicant with the ideal psychological profile of employees in the position. Applicant can also malpractice in this system; they may ask someone to write on their behalf. A graphological report is meant to be used in conjunction with other tools, such as comprehensive background checks, practical demonstration or record of work skills. Graphology supporters state that it can complement but not replace traditional hiring tools. Research in employment suitability has ranged from complete failure; to guarded success. The most substantial reason for not using handwriting analysis in the employment process is the absence of evidence of a direct link between handwriting analysis and various measures of job performance. The use of graphology in the hiring process has been criticized on ethical grounds and on legal grounds in the United States.