Questions based on the article, "Employers, Advocacy Groups, and the ADA"

1. What is the greatest value local advocacy agencies can bring to employers:

money to organize a Disability Management program
expert advice
new hires
assessment materials

2. Which of the following is NOT mentioned as an interest of a development team:

implement safety and wellness programs
conduct an accessibility survey
assist in the implementation of the case-management process
evaluate the interests of present employees in a Disability Management program

3. Presently, most well-managed companies have Disability Management programs in place:

True
False

4. According to the Code of Professional Ethics for Rehabilitation Counselors, it is appropriate to consult with other agencies when assessing a workplace for accessibility.

True
False

5. Who are the primary clients of local advocacy groups (e.g., Agency for the Hearing Impaired and Agency for the Blind) in respect to disability:

employers
employees
individuals with disabilities
the government

6. A Disability Management Program is a commitment by management to control costs and develop and operate a system within the company that demonstrates concern for the well-being of others:

True
False

7. Managing a comprehensive disability program is both:

   manageable and expensive.
   controllable and warranted.
   time consuming and a disadvantage.
   cost-effective and manageable.

8. When assessing the workplace for accessibility, the minimum an employer needs to do is:

   perform generally inexpensive modifications needed to make it safe and viable for individuals with a disability.
   follow guidelines of the ADA when constructing new facilities.
   both of the above.
   neither of the above.

9. Making adjustments to the physical facilities is not funded by state agencies, such as the Office of Vocational Rehabilitation:

   True
   False

10. When reaching out to employers, local agencies can:

    provide alternative dispute-resolution services when there is a disagreement between the employer and employee
    help employers identify qualified applicants.
    assist applicants who have not been successful in a specific job application.
    all of the above.

Questions based on the article, "Workplace Disability Definitions: A Brief Lexicon for the Human Resources and Risk Management Professional"

1. When an illness originates or is induced by medical treatment, it is said to be:

a primary gain.
psychogenic.
litogenic.
iatrogenic.

2. The verb that best describes the word "malingering" is:

shunning.
avoiding.
over-managing.
hemorrhaging.

3. Transition-to-Work and Light Duty employment are synonymous terms:

True
False

4. Which of the following terms describes the gap between what a person can do and what a person needs or wants to do:

impairment
disability

5. Physician induction of disability can result from all but which of the following:

suggestion
hypnosis
a direct statement
the severity of the treatment

6. Employers and employees make vocational decisions, and physicians diagnose and treat disease:

   True
   False

7. Psychogenic disability is often precipitated by:

   overtime hours.
   work dysfunction.
   a work promotion.
   none of the above.

8. With employees able to receive 25 percent of their income in wage-replacement benefits, the employers has introduced secondary gain:

   True
   False

9. Secondary gain refers to:

   returning to work to earn money.
   the relief from emotional conflict and the freedom from anxiety achieved by an individuals defense mechanisms.
   external gain derived from an illness.
   the intentional production of false or grossly exaggerated symptoms.

10. According to the CDMS Code of Professional Conduct, which of the following is considered to be professional misconduct?

    engaging in conduct involving fraud or dishonesty
    inducing another to violate the Code
    committing a criminal act that reflects adversely on the certificant's honesty or trustworthiness
    all of the above

 Questions based on the article, "Disability Management and the Disability-Prone Employee"

1. A troubled worker’s vulnerable character could increase all but which of the following:

productivity
absenteeism
physician contact
job tension

2. Which of the following is NOT included as the possible cause of job tension:

reduced seniority or status
a job promotion
a union/management dispute
a job demotion

3. Some employees, under certain conditions, could indicate that they have a disability even when they do not:

True
False

4. Many individuals were troubled psychologically or socially before they found a way to escape a perceived toxic (undesirable) work situation:

True
False

5. Which of the following, said to be a significant nationwide trend in disability-management programming, increased:

Workers’ Compensation payments
productivity quotas
health benefits
return-to-work programming

6. Unacceptable disability was associated with:

   poor self-esteem and poor work performance.
   personality difficulties and excellent work performance.
   both of the above.
   financial assistance.

7. The single most important lesson for the Rehabilitation Counselor is to consider the client's __________, which, according to the Code of Professional Ethics for Rehabilitation Counselors, is important for developing interventions.

   job duties
   background
   type of impairment
   level of income

8. The CDMS Code of Professional Conduct states that when developing and adapting interventions, certificants shall incorporate individual clients' cultural perspectives.

   True
   False

9. Another trend unique to Pennsylvania workers' compensation is the popularity of closing a claim by:

   rehiring the employee.
   taking the claim to court.
   settling the claim.
   disqualifying the claim.

10. On average, what percentage do most companies spend on workplace disability:

    56%.
    3.9%.
    40%.
    8.6%.

Questions based on the article, "10 Tips for Disability Management Programs"

1. A study by the National Institute on Drug Abuse found that 30% of all workers’ compensation claims are associated with:

carelessness.
disputes with a co-worker.
substance abuse.
family medical histories.

2. When employees perceive workers’ compensation as an entitlement, disability is likely to:

decrease.
become a union grievance.
not be an issue.
become more costly to the organization.

3. So that permanently injured workers can perform a specific job, the employer can:

re-design the job.
eliminate the job.
modify the production quota for this job.
none of the above.

4. To assist the employee’s treating physician in making decisions about the employee returning to work, the employer can do all but which one of the following:

make a video tape of the job’s functions
provide a job description for the job
insist that the physician make an independent decision
assist the physician to understand the requirements of the job

5. In establishing a central data system, companies must comply with the Code of Professional Ethics for Rehabilitation Counselors by

   using a state-of-the-art computer system
   ensuring the anonymity of the individuals involved
   gathering a comprehensive list of employee names and demographic information
   none of the above.

6. The CDMS Code of Professional Conduct does not address the issue of confidentiality.

   True
   False

7. The goal for every work organization should be:

as few accidents as possible.
no more than five accidents per calendar year.
up to one accident for every 25 employees in the organization.
zero accidents.

8. Unresolved labor/management strife may be the single most frequently cited cause of:

   elevated disability expenditures.
   lost-time claims.
   both of the above.
   neither of the above.

9. The option of “light duty” has reduced workers’ compensation costs while maintaining worker productivity:

   True
   False

10. There is a growing sense in the health-care community that some injured workers may be overmedicated with prescription drugs:

    True
    False

Questions based on the article, "The Different Responsibilities of National- and Community- Based Advocacy Groups"

1. Smaller companies need to do all except which of the following:

hire qualified individuals with disabilities
sponsor Return-to-Work programs for their employees
operate a Safety and Wellness program
organize and implement a Human Services department

2. National-advocacy groups are generally better than local-advocacy groups at which of the following:

lobbying Congress
hiring workers with disabilities
shaping the hiring policies and procedures for employers
training individuals with disabilities for employment

3. Making the ADA effective falls most heavily on which of the following:

Veteran's Administration
Better Business Bureau
Community-based advocacy groups
The medical profession

4. What percentage of smaller companies across the nation hire individuals with disabilities:

   8%
16%
46%
52%

5. Once committed to hiring individuals with disabilities, the company must:

   gather relevant data for the basis of decision making.
   assign responsibility for the continuation of the process.
   create strategies, write policies/procedures, and train personnel to implement them.
   all of the above.

6. Safety programs are prevention strategies designed to contain absenteeism and more extended time-loss costs due to illness/injury:

   True
   False

7. Once an employee has been injured or becomes ill, the single most important thing a company can do is initiate:

   a workers’ compensation claim.
   long-term disability.
   the return-to-work process.
   none of the above.

8. The Code of Professional Ethics for Rehabilitation Counselors states that Rehabilitation Counselors act as advocates on behalf of clients

   at the local level.
   at the regional level.
   at the national level.
   all of the above.

9. The CDMS Code of Professional Conduct (Section 1.04) speaks to the importance of clients being informed regarding all except which of the following?

   rules and procedures
   salary expected in the client's new position
   expected outcomes
   billing arrangements

10. Community-based agencies work with employers to apprise them of the talent/skill pool of disabled workers:

    True
    False 

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