1. Whenever possible, which one of the following must be utilized during a vocational/disability evaluation:

client consent
a physician-generated functional capacity evaluation
standardized testing
face-to-face examination

2. Essential steps in formulating an expert opinion would include all except which of the following:

taking a family history
remaining within one’s discipline
gathering sufficient data
protecting one’s written opinion from the influences of others

3. There is no difference between a medical impairment and an occupational disability:

true
false

4. Testimony by a vocational/disability professional includes all except which of the following:

expressing the limits of one’s expertise
knowing the subject to be studied
controlling the integrity of the vocational findings
properly crediting all technical references cited in the testimony

5. The task of the vocational expert is to provide critical information to judges and juries in court cases:

True
False

6. Risk managers and human resources professionals should vocationally rehabilitate employees with impairments regardless of the:

cost of the treatment
length of the treatment
source of the impairment
employee’s attitude toward rehabilitation

7. Virtually every American, regardless of race, ethnic background, educational level, income, or power to make corporate policy, has, or will have, some direct connection to people with disabilities.

True
False

8. Which of the following is not a reason given by some business leaders as to why they have not yet embraced either the spirit or the practical aspects of the Americans with Disabilities Act (ADA):

executives believe the law is too vague
they are waiting for some action to be brought against them
the courts have not yet fully refined the ambiguities of the Act
the ADA is unconstitutional

9. To shape their response to employing individuals with disabilities, nearly all business executives and managers rely heavily on the input of their:

HR Departments
employees
lawyers
medical advisors

10. Corporations will respond positively to the ADA when they understand the:

cost benefits of the ADA
legal ramifications of the ADA
potential for labor/management discord
long-term effects of the ADA

Questions based on the two-part article, "Part I: What Employers Need to Know in Identifying, Selecting & Managing Providers for Disability Management" and "Part II: General Issues in Creating a Code of Ethics"    

1. The objective of a certifying examination is to:

determine commitment to the discipline.
show aptitude for the discipline.
measure basic knowledge of the specific certification being sought.
provide an entry-level salary guide.

2. The Standards and Practice for any profession are created to set:

the maximum efficiency for a specific profession.
the minimum credentials needed for a specific profession.
the minimum acceptable number of CEU credits needed for a specific profession.
the criteria for acceptable professional performance levels.

3. Employers seeking third-party providers need to pay attention to which of the following:

selecting, managing, and evaluating providers.
identifying, managing, and evaluating providers.
selecting, contracting with, and managing providers.
identifying, selecting, and managing providers.

4. It is unethical for employers to require prospective vendors to provide references for their prior experience in the field.

True
False

5. Which of the following would not be required as preparatory training for a Vocational Rehabilitation Provider:

job analysis based on essential functions.
ADA compliance.
functional capacity evaluating in a medical setting.
labor market surveys and job development strategies.

6. A Code of Ethics is best created by:

a consultant specializing in ethical considerations.
an individual within an organization that has been appointed to the task by a top executive of the organization.
finding model codes on the internet or other reference sources and choosing a best fit.
a committee or team made up of individuals who work in the organization.

7. Which of the following is not a reason why a company needs a Code of Ethics:

to promote the Standards of Practice.
to demonstrate that the company understands productive marketing strategies.
to assist employees understand what are acceptable behaviors.
to assist employees understand what are unacceptable behaviors.

8. An exemplary Code of Ethics would include all of the following except:

preventing harm to anyone.
holding co-workers to the same standards all employees are held to.
obeying the law.
achieving the company’s mission statement.

9. Abusing the provisions for sick days and absentee policies are legitimate issues for a Code of Ethics.

True.
False.

10. Which of the following could be an issue for consideration in a company’s Code of Ethics:

requiring all employees to have identifiable religious affiliations.
same-sex relationships.
establishing an incentive for employees to report colleagues who violate the Code of Ethics.
monitoring/reading the emails of employees.

Questions based on the article, "Injured Worker Helplessness and Workers’ Compensation"

1. The definition "motivational and behavioral deficits displayed by humans when exposed to uncontrollable circumstances" refers to which of the following terms:

laziness
all claimants in a Disability Management program
injured workers
learned helplessness

2. The article says that motivation is lost when a person learns that outcomes do not directly depend on his or her response:

True
False

3. Which of the following is NOT a "critical relationship:"

the injured worker and the bargaining unit colleagues
the claimant and the insurance carrier
the injured worker and his/her family
the injured worker/patient and the physician

4. Employers can protect against injured employees becoming helpless or lazy by which of the following:

creating and operating a Safety and Wellness program
offering employees a decent health care plan
establishing a Disability Management program
dismissing any employee who refuses to return to work

5. Which of the following statements is true:

Workers’ Compensation programs are not relevant to the issue of learned helplessness.
Workers’ Compensation systems are fertile grounds for learned helplessness.

6. In formulating the concept of “learned laziness,” researchers found that non-contingent reward has debilitating effects on the competitiveness of research subjects:

   True
   False

7. Although specific regulations vary from state to state, workers’ compensation is essentially a:

   Disability Management Program.
   a medical plan.
   wage replacement system of disability insurance.
   all of the above.

8. When the injured worker is deemed capable of performing “light duty,” but the employer is unwilling to re-employ the recovering worker, the injured employee may feel:

   frustrated.
   fearful of further “reprimands” (i.e. termination).
   a loss of control.
   all of the above.

9. According to the article, the physician-patient relationship often does not leave the injured work feeling confused, anxious, and more troubled than before the medical investigation began:

   True
   False

10. In the claimant-attorney relationship, efforts are focused on proving the worker is:

    able to return to work.
    disabled.

Questions based on the article, "Workers’ Compensation Reform Through Employer Involvement"

1. The "guidelines" devised through case law, which require an employer to find alternative work opportunity in the open-labor market for injured employees, if the employer could not return the worker to his/her pre-injury job, were called the:

Pierson guidelines
Kandinski guidelines
Assonsi guideliens
Kachinski guidelines

2. There is no single set of state Workers’ Compensation laws that cover a company that has employees in more than one state’s jurisdiction:

True
False

3. On a Petition for Modification, the employer is required to verify all but which one of the following:

the employee was notified of a job vacancy but failed to respond
a specific job was offered the employee, but the employee refused
no job exists in the company for which the employee is qualified
the employee was never notified about the potential of returning to work

4. DMPs are created to do what is required to assist valued employees in any way possible and to control the significant costs of workplace absences:

True
False

5. The ADA and what other program converge when an injured worker meets the definition of a person with a disability:

Medicare
Workers’ Compensation
Family Medical Leave ACT (FMLA)
Social Security

6. Well-managed companies generally no longer practice "Light Duty" employment. Instead, they offer:

   transitional employment.
   reasonable accommodations.
   Job Analysis.
   financial assistance.

7. What percentage of injured workers return to gainful employment after being on total disability for nine months:

   45%.
   50%.
   20%.
   none of the above.

8. Companies that operate in multiple jurisdictions have found that return-to-work programs save what percentage of workers’ compensation indemnity payments:

   30 – 40%.
   50 – 60%.
   15 – 20%.

9. Workers’ compensation reform occurs by legislative decree, not within a company:

   True
   False

10. Employers would do well to realize that the ADA provides them with a return-to-work model for keeping employees:

    out of work.
    productive.
    on short-term disability.
    on workers’ compensation.

Questions based on the article, "The Difference between Disability and Impairment: A Distinction Worth Making"

1. Which of the following is a non-medical phenomenon/vocational concept:

impairment
disability

2. Sixty-one percent of all job accommodations cost less than:

$ 50.
$ 250.
$ 500.
$1,500.

3. Methods some employers use to manage disability include all except which of the following:

implementing safety programs
terminating of employees who suffer injuries
initiating job safety training
establishing job modification procedures

4. Disability management is not only a federal mandate, it is an economic necessity:

True
False

5. An ideal disability-management team might include all but which of the following:

the employee
the CEO
the safety director or designated disability manager
the case manager

6. According to 1989 workplace disability study, the total cost of workplace disability absorbs an average of what percentage of payroll expenditures:

   10%.
   3%.
   8%.
   22%

7. Impairment and disability are clearly defined in what publication from the AMA:

   Guides to the Disability Process of Return to Work.
   Guides to the Americans with Disabilities Act.
   Guides to Properly Terminating a Disabled Employee.
   Guides to the Evaluation of Permanent Impairment.

8. The same impairment can result in different degrees of disability depending upon the specific work situation:

   True
   False

9. Workplace modifications have been researched and described for nearly two decades by:

   IARP
   JAN
   AOHC
   BOBBY

10. After the first year of implementation, DMPs can reduce the costs of workplace disability by:

    20 – 40%.
    35 – 40%.
    5 – 10%.
    25 – 30%.

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