Effective Date: October 31^st, 2025
Company: Financeable Training LLC
Website: https://www.finance-able.com
Accessibility & Accommodation Contact: [email protected]
Privacy/Data Requests: [email protected]

Plain-English summary

• The Company is committed to ensuring that all candidates have an equal and fair opportunity to provide submission data, participate in the services, and utilize the platform. At your prospective Employer’s direction and in your prospective Employer’s sole discretion, the Company will provide reasonable accommodations to candidates.
• Any individual with a disability can request a reasonable accommodation(s) directly from your prospective Employer. Your prospective Employer, in the prospective Employer’s sole discretion, will approve or deny such request. The Company will accommodate the request if approved by your prospective Employer.
• We support screen readers, captions/transcripts, keyboard navigation, color contrast, and flexible scheduling windows.
• Some assessments are timed because speed/accuracy under pressure is an essential function for certain roles. For such assessments, where timing is essential, your prospective Employer may, at their own discretion, determine that extra time is not available as a reasonable accommodation.
• Your prospective Employer is responsible for compliance with all federal, state, and local employment laws. The Company will coordinate with your prospective Employer, at the Employer’s direction, to deliver reasonable accommodations with respect to the services and platform.

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1) Scope

This policy covers the assessment platform delivered by Financeable Training LLC for Employer-invited candidates (video/written/spreadsheet tasks). It does not cover the public marketing site.

2) Commitment & Standards

The Company strives for substantial conformance with WCAG 2.2 AA guidance for our assessment user interface and content, subject to the realities of an authentic, job-sample environment. We conduct ongoing internal reviews and iterative improvements.

3) Authentic assessments & essential functions

The Company’s assessments simulate real financial analyst tasks (e.g., building a financial model under time pressure; interpreting exhibits; communicating reasoning). For some roles, time-boxed performance and multitasking under deadline are essential functions defined by the Employer.

• An Employer may decline that specific accommodation in the Employer’s sole discretion.
• If an Employer approves an accommodation, the Company will use its best efforts to provide that accommodation.

4) Examples of accommodations

In furtherance of the Company’s business objectives, the Company will strive to provide reasonable accommodations at the Employer’s direction (and subject to the Employer’s sole discretion as to whether to approve or deny such accommodation) including, but not limited to:

• Flexible scheduling windows; pause/retry for connectivity failures.
• Screen-reader compatibility and keyboard navigation for the assessment shell.
• Captions for instructions; transcripts of candidate recordings on request.
• Larger fonts, high-contrast themes, and zoom support.
• Extra setup time prior to the timer starting.
• Ergonomic breaks between sections (not pausing a live timer, where timing is essential).
• Use of personal assistive technology that is allowable in the job (e.g., screen readers, magnifiers).

The Company strives to provide additional reasonable accommodations, available with Employer approval, including, but not limited to, the following:

• Alternative file formats for prompts/instructions (e.g., tagged PDFs or HTML versions).
• Alternate input modality (e.g., spoken answer instead of typed).
• Extended time on tasks if approved by the Employer.
• Reader/scribe support.

In the event the Employer declines to provide a requested accommodation, the Employer may or may not explore and propose additional reasonable accommodations to a candidate. The choice to propose additional reasonable accommodations to a candidate is in the Employer’s discretion.

Candidates should direct all inquiries regarding the rationale for declining a request for a reasonable accommodation to the Employer.

5) Requesting an Accommodation

To request an accommodation, follow the instructions provided by your prospective Employer or contact [email protected].

6) Alternative process / human review

Where required by federal, state, or local law or by Employer policy, Candidates may request a non-automated or alternative evaluation process connected with any assessment. Any such requests shall be approved by the Employer and the Company will help the Employer facilitate that process in our system if approved by Employer.

7) Test integrity & accessibility

We, in coordination with your prospective Employer, balance accessibility and reasonable accommodation requests with assessment integrity:

• We disclose permitted/forbidden tools in the task instructions.
• If a tool is forbidden for construct reasons (e.g., external AI during a modeling task), we will clarify why.
• Integrity monitoring is designed to secure the exam and prevent cheating.

8) Third-party content & employer tasks

Some prompts, exhibits, or spreadsheet templates are provided by your prospective Employer, not the Company. We encourage Employers to use and provide accessible formats and will assist with accessible alternatives where feasible.

9) Maintenance & testing cadence

• We review our accessibility policy quarterly against WCAG 2.2 AA for core flows.
• Any new components the Company implements go through an accessibility checklist (keyboard, focus, labels, contrast).
• Known issues and timelines are tracked internally and critical blockers are prioritized.

10) Feedback & issues

If you encounter a barrier with respect to any Employer-approved reasonable accommodation:

• Email [email protected] (subject: “Accessibility”).
• Include a screenshot, browser/OS, and the step where the issue occurs.
  We log all reports and aim to acknowledge within 1 business day.

11) Privacy

Reasonable accommodation requests may include information about your functional needs. We ask that you provide us only with necessary information and direct all initial requests directly to your prospective Employer. We handle all of your information consistent with our Privacy Policy. For assessment data, the Employer controls retention and deletion; we assist them in honoring requests.

12) Legal notes

• This policy is intended to align with all federal, state, and local laws, including, but not limited to, the Americans with Disabilities Act (ADA) and similar U.S. laws.
• The Employer is responsible for making hiring decisions and complying with jurisdiction-specific obligations (e.g., notices, audits, alternative process).