Question 1

Matching&#10;a. direct threat&#10;b. mental impairment&#10;c. physical changes to workplace and/or equipment&#10;d. major life activities&#10;e. qualified individual with a disability&#10;f. reasonable accommodation&#10;g. sitting&#10;h. undue hardship&#10;i. essential functions of the job&#10;j. The Rehabilitation Act of 1973&#10;The fundamental job duties of a position, but not the marginal functions of the position.

Accepted Answer

Essential functions of the job refer to the fundamental job duties that an employee must be able to perform, with or without reasonable accommodation, in order to be considered qualified for the position.

Question 2

Any request for a reasonable accommodation must be in writing.

Accepted Answer

The Americans with Disabilities Act (ADA) does not require that requests for reasonable accommodation be in writing. Individuals can request accommodations in any format - verbally or in writing. Employers may choose to have a formal process for accommodations, but the initial request does not have to be in writing.

Question 3

The inability to perform a single job constitutes a substantial limitation of major life activities.

Accepted Answer

The inability to perform a single job does not typically constitute a substantial limitation of major life activities under definitions used in contexts like the Americans with Disabilities Act (ADA). A substantial limitation usually refers to a significant restriction in the ability to perform important life activities such as walking, talking, seeing, hearing, or learning.

Question 4

Matching&#10;a. direct threat&#10;b. mental impairment&#10;c. physical changes to workplace and/or equipment&#10;d. major life activities&#10;e. qualified individual with a disability&#10;f. reasonable accommodation&#10;g. sitting&#10;h. undue hardship&#10;i. essential functions of the job&#10;j. The Rehabilitation Act of 1973&#10;Any mental or psychological disorder, such as mental retardation, organic brain syndrome, emo- tional or mental illness, and specific learning disabilities.

Accepted Answer

Mental or psychological disorders are considered mental impairments under the Americans with Disabilities Act (ADA).

Question 5

Matching&#10;a. direct threat&#10;b. mental impairment&#10;c. physical changes to workplace and/or equipment&#10;d. major life activities&#10;e. qualified individual with a disability&#10;f. reasonable accommodation&#10;g. sitting&#10;h. undue hardship&#10;i. essential functions of the job&#10;j. The Rehabilitation Act of 1973&#10;An individual who, with or without reasonable accommodation, has the requisite education, skill, experience, and other job-related requirements necessary to perform the primary job func- tions of a position.

Accepted Answer

A qualified individual with a disability is someone who is able to perform the essential functions of a job, with or without reasonable accommodation. This term is defined under the Americans with Disabilities Act (ADA) and The Rehabilitation Act of 1973.

Question 6

Matching&#10;a. direct threat&#10;b. mental impairment&#10;c. physical changes to workplace and/or equipment&#10;d. major life activities&#10;e. qualified individual with a disability&#10;f. reasonable accommodation&#10;g. sitting&#10;h. undue hardship&#10;i. essential functions of the job&#10;j. The Rehabilitation Act of 1973&#10;An example of a major life activity.

Accepted Answer

Sitting is considered a major life activity as it is a basic activity that most people need to perform daily for various purposes, including work and leisure.

Question 7

A person who is regarded as having a physical or mental impairment that substantially limits&#10;one or more major life activities has a disability under the ADA.

Accepted Answer

This is the definition of disability as outlined in the Americans with Disabilities Act (ADA).

Question 8

If a disabled individual refuses an offered accommodation and cannot perform the essential job&#10;functions without that accommodation, the individual is no longer protected by the ADA.

Accepted Answer

Under the ADA, if a disabled individual refuses an offered accommodation and cannot perform the essential job functions without that accommodation, they may not be considered a "qualified individual with a disability" and therefore may not be protected by the ADA.

Question 9

Matching&#10;a. direct threat&#10;b. mental impairment&#10;c. physical changes to workplace and/or equipment&#10;d. major life activities&#10;e. qualified individual with a disability&#10;f. reasonable accommodation&#10;g. sitting&#10;h. undue hardship&#10;i. essential functions of the job&#10;j. The Rehabilitation Act of 1973&#10;An example of reasonable accommodation.

Accepted Answer

Physical changes to the workplace and/or equipment are examples of reasonable accommodations, as they help individuals with disabilities perform their job functions effectively.

Question 10

Matching&#10;a. direct threat&#10;b. mental impairment&#10;c. physical changes to workplace and/or equipment&#10;d. major life activities&#10;e. qualified individual with a disability&#10;f. reasonable accommodation&#10;g. sitting&#10;h. undue hardship&#10;i. essential functions of the job&#10;j. The Rehabilitation Act of 1973&#10;The act that prohibits discrimination against qualified, disabled individuals by employers who&#10;receive federal funds or who are federal contractors.

Accepted Answer

The Rehabilitation Act of 1973 is the act that prohibits discrimination against qualified, disabled individuals by employers who receive federal funds or who are federal contractors.

Question 11

An employer 's knowledge of the employee's impairment is sufficient to establish that he&#10;regarded the employee as disabled.

Accepted Answer

The answer of An employer 's knowledge of the employee's...

Question 12

Matching&#10;a. direct threat&#10;b. mental impairment&#10;c. physical changes to workplace and/or equipment&#10;d. major life activities&#10;e. qualified individual with a disability&#10;f. reasonable accommodation&#10;g. sitting&#10;h. undue hardship&#10;i. essential functions of the job&#10;j. The Rehabilitation Act of 1973&#10;A significant risk of substantial harm to the health or safety of an individual that cannot be elim-&#10;inated or reduced by reasonable accommodation.

Accepted Answer

The answer of Matching&#10;a. direct threat&#10;b. mental impairment&#10;c. physical changes...

Question 13

The ADA protects individuals with a record of impairment from discrimination, whether or not&#10;they currently are substantially limited in a major life activity.

Accepted Answer

The answer of The ADA protects individuals with a record...

Question 14

Someone other than the employee, including a family member, friend, or health professional,&#10;may request a reasonable accommodation for the employee.

Accepted Answer

The answer of Someone other than the employee, including a...

Question 15

Matching&#10;a. direct threat&#10;b. mental impairment&#10;c. physical changes to workplace and/or equipment&#10;d. major life activities&#10;e. qualified individual with a disability&#10;f. reasonable accommodation&#10;g. sitting&#10;h. undue hardship&#10;i. essential functions of the job&#10;j. The Rehabilitation Act of 1973&#10;Any modification or adjustment to the job or work environment to enable a qualified applicant&#10;or employee with a disability to participate either in the application process or to perform essen-&#10;tial job functions.

Accepted Answer

The answer of Matching&#10;a. direct threat&#10;b. mental impairment&#10;c. physical changes...

Question 16

The ADA prohibits discrimination because of the known disability of an individual with whom&#10;the qualified individual is known to have a relationship or association.

Accepted Answer

The answer of The ADA prohibits discrimination because of the...

Question 17

Matching&#10;a. direct threat&#10;b. mental impairment&#10;c. physical changes to workplace and/or equipment&#10;d. major life activities&#10;e. qualified individual with a disability&#10;f. reasonable accommodation&#10;g. sitting&#10;h. undue hardship&#10;i. essential functions of the job&#10;j. The Rehabilitation Act of 1973&#10;Activities that an average person performs with little or no difficulty.

Accepted Answer

The answer of Matching&#10;a. direct threat&#10;b. mental impairment&#10;c. physical changes...

Question 18

Matching&#10;a. direct threat&#10;b. mental impairment&#10;c. physical changes to workplace and/or equipment&#10;d. major life activities&#10;e. qualified individual with a disability&#10;f. reasonable accommodation&#10;g. sitting&#10;h. undue hardship&#10;i. essential functions of the job&#10;j. The Rehabilitation Act of 1973&#10;Any accommodation that would be unduly costly, disruptive, or substantial, or that would fun-&#10;damentally alter the nature or operation of the business.

Accepted Answer

The answer of Matching&#10;a. direct threat&#10;b. mental impairment&#10;c. physical changes...

Question 19

An employer has the discretion to choose between possible accommodations, and may choose&#10;the less expensive or easier way to provide accommodation.

Accepted Answer

The answer of An employer has the discretion to choose...

Question 20

The fact that an employee has a serious health condition does not necessarily mean that that individ-
ual has a disability that substantially limits the performance of one or more major life activities.

Accepted Answer

The answer of The fact that an employee has a...

Deck 8: The Americans With Disabilities Act