Questions based on the article, "Job Analysis and Job Accommodation: The Baseline Challenge for Employers in the ADA"

1. Which of the following ADA Titles deals with employment:

Title I
Title II
Title III
Title IV

2. In job analysis, which of the following is NOT a proper physical requirement:

sitting
walking
breathing
standing

3. The ADA requires employers to hire any individual with a disability:

True
False

4. The work environment may include all except which of the following:

temperature range
vibration
tolerance
fumes

5. "To pulverize rocks to the size of a specification and insure 100% safety" is an example of which part of a Job Content (Job Description) Form:

Job Standards
Essential Job Functions
Job Location
Job Objective

6. To determine mental requirements of a job, employers can use the:

   Dictionary of Mental Requirements.
   Dictionary of the ADA.
   Dictionary of Occupational Titles.
   none of the above.

7. Job descriptions permit employers to more effectively communicate with treating physicians about essential job requirements:

   True
   False

8. Job Standards are the minimum qualifications needed to perform the:

   Job Title.
   Essential Job Functions.
   Job Location.
   none of the above.

9. Job descriptions should include:

   physical demands of the job.
   environmental conditions under which the job is performed.
   the minimum general educational development level required for the job.
   all of the above.

10. The essential idea of Title 1: Employment is the requirement that employers make reasonable accommodations that are not an undue hardship so that any qualified individual with a disability can perform the essential functions of a job:

    True
    False

Questions based on the article, "Increasing Company Profit Through the Americans with Disability Act"

1. The ADA permits employers to consider a potential employee’s attitude, as well as his/her aptitude:

True
False

2. Studies have shown that the average company spends what percentage of payroll on disability costs:

6%
7%
8%
9%

3. In companies that proactively manage disabilities, wage-replacement benefits tend to:

remain the same.
increase.
decrease.
none of the above.

4. Progressive, well-managed companies use the ADA to design and implement Disability Management Programs:

True
False

5. The vast majority of people with disabilities:

prefer not to work.
are not capable of productive work.
are willing to work when provided the opportunity.
prefer desk jobs over more manual jobs.

6. Application of ADA principles like “reasonable accommodation” actually:

   costs the company money.
   saves the company money.
   decreases productivity.
   increases lost time from work.

7. One of the nations untapped resources is Americans with disabilities:

   True.
   False.

8. Qualified applicants must be:

   attitudinally capable.
   aptitudinally capable.
   both of the above.
   neither of the above.

9. Essential job function descriptions are not only used as a method to qualify and accommodate a new hire, but as a risk management tool to:

   assist in generating ideas on how a return-to-work plan might be executed.
   terminate an employee.
   offer reduced indemnity payments while on workers’ compensation.
   none of the above.

10. When companies are proactively managing disability, employees come to believe the message that they are too valuable to waste:

    True.
    False.

Questions based on the article, "Analyzing and Describing Jobs: Useful Procedures in the Rehabilitation of Injured Workers"

1. Two of the most important concepts of the ADA are:

workers’ compensation benefits are inadequate, and social security is running out of 
      funds.
individuals with disabilities are eligible for social security, and they need not apply for 
     work.
the rights to employment and health benefits.
essential functions of a job and reasonable accommodation.

2. Effective and useful job descriptions are based on:

job readiness.
work hardening.
job analysis.
job familiarity.

3. The essential functions of a job can be doable, according to Title I of the ADA, "with or without accommodation":

True
False

4. One advanced technology used by job analysts to develop meaningful job descriptions is:

the Internet.
video.
cassette tape.
television.

5. Job analysis and job descriptions are presently an integral part of vocational evaluation and rehabilitation:

True
False

6. A complete job description can:

   provide the physician with a thorough understanding of the physical demands of the job.
   eliminate the middle man.
   decrease the number of applicants for the job.
   all of the above.

7. In litigation, employers are permitted to determine the essential functions after the fact:

   True
   False

8. Job descriptions:

   permit employers to more effectively communicate with treating phyiscians.
   serve as a framework from which job modification might be made to quickly re-employ a worker who is disabled as a result of accident or illness.
   both of the above.
   neither of the above.

9. Whether an applicant can perform the essential functions (with or without accommodation) of a job described in the job analysis is the burden of:

   the employer.
   the applicant.
   the job coach.
   the Human Resources manager.

10. Job analysis involves examination of what a worker does and why and how it is done:

    True
    False

Questions based on the two-part article, "Part I: Pain as a Disability" and "Part II: Issues in Pain as a Disability"  

1. Which of the following statements is false:

Pain is inherently subjective.
One-fourth of the American population experiences chronic pain.
Chronic pain is defined as pain lasting longer than three months.
Pain cannot be appreciated solely in terms of tissue damage.

2. Acute pain  is defined as pain:

for which there are no known cures.
that lasts less than three months.
that requires medical treatment.
for which there is a readily available biological explanation.

3. Chronic pain:

probably should be treated with narcotic analgesics.
in most cases leads to permanent disability.
must always be attended to by medical professionals.
once diagnosed cannot be modified.

4. The American Medical Association (AMA) draws a distinction between medical impairment and occupational disability.

True
False

5. A medical diagnosis of pain:

can be defined as a long-term disability.
need not become a disability.
is the medical definition of an impairment.
requires a job accommodation.

6. The single most important aspect of a return to work is that the return is developed:

voluntarily.
with medical approval.
as a transition.
in concert with the employee’s supervisor.

7. When an employee with an impairment cannot perform his/her prior job duties, the employer should:

assign the employee to Workers’ Compensation.
get assistance from the insurance carrier.
turn the case over to the company’s legal department.
accommodate the employee.

8. The most frequent causes of workplace injuries that result in post-treatment pain include all except which of the following:

migraines and other severe head disorders.
soft-tissue inflammation.
musculosketal disorders.
back injuries.

9. The Psychosocial Pain Inventory (PPI) is designed to elicit information about pain behavior.

True.
False.

10. The traditional abrupt re-entry to work has been replaced by:

assigning the employee to a Vocational Counselor for individualized help.
a Transition-to-Work program.
extending the employee’s Workers’ Compensation period.
providing Case Management services for the employee.

1. The most frequent cause of lost work time is:

the common cold.
obesity.
back problems.
heart disease.

2. The best method for reducing back injuries in the workplace is:

having a Workers’ Compensation policy for all employees.
prevention.
involving employees in the formulation of the company’s policies and procedures.
establishing a no-tolerance-for-injury policy for all employees.

3. The single most effective strategy to reduce back problems in the workplace is to:

prohibit employees from performing high risk work tasks.
train and educate employees in the significance of the ADA to employees.
train and educate administrative staff in the need for cost reductions.
train and educate employees in preventive methods.

4. Psychosocial dynamics are more reliable predictors of impending back-problem claims than medical factors.

True
False

5. Which of the following is not a question to consider for an appropriate job accommodation in terms of a back problem:

what part of the back is affected by the impairment.
is the employee presently under medical supervision.
what was the cause of the back impairment.
has the employee with the impairment been consulted regarding a possible accommodation.

6. The Job Accommodation Network is a federal resource to:

find employment for individuals with impairments.
monitor the compliance of employers to the requirements of the ADA.
assist employers with back problems to find appropriate medical specialists.
assist employers to identify cost-effective accommodations for impairments.

7. Case law has established that an employee must prove that a reasonable accommodation is possible to win a case brought against an employer.

True.
False.

8. One of the basic concepts of managing a company successfully is:

return-on-investment.
market stimulation.
Human Resources allocation
cost containment

9. In Workforce 2000, the U.S. Department of Labor predicted that in the 21^st Century:

it will be easier to hire workers with disabilities.
it will become harder to find qualified employees.
there will be a glut of individuals with disabilities in the workplace.
good workers will be plentiful in generally all business sectors.

10. A Transition-to-Work plan is designed to work with a Functional Capacity Evaluation.

True.
False.

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