Question 1

Matching
-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
-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
-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
-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
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
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
-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
-The act that prohibits discrimination against qualified, disabled individuals by employers who
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
regarded the employee as disabled.

Accepted Answer

Simply knowing about an employee's impairment does not automatically mean an employer regards them as disabled. The employer must also believe that the impairment limits the employee in a major life activity.

Question 12

Matching
-A significant risk of substantial harm to the health or safety of an individual that cannot be elim-
inated or reduced by reasonable accommodation.

Accepted Answer

A significant risk of substantial harm to the health or safety of an individual that cannot be eliminated or reduced by reasonable accommodation is known as a direct threat under the Americans with Disabilities Act (ADA). Employers may exclude a person with a disability from a job if they pose a direct threat to themselves or others.

Answer: F
 Reasonable accommodation is a modification or adjustment to a job or workplace that enables a qualified individual with a disability to perform the essential functions of the job. This serves to eliminate or reduce barriers that may prevent a person with a disability from fully participating in the workplace. Employers are required to provide reasonable accommodations unless it would cause an undue hardship on the employer.

Answer: I
 Essential functions of the job refer to those fundamental job duties that an employee must be able to perform to hold a particular job. These functions are determined by the employer and are typically outlined in a job description. An employer does not have to eliminate or modify an essential function of the job as a reasonable accommodation.

Answer: J
 The Rehabilitation Act of 1973 is a federal law that prohibits discrimination on the basis of disability by federal agencies, contractors, and recipients of federal financial assistance. It requires employers to provide reasonable accommodation to employees with disabilities and to make their programs and activities accessible to individuals with disabilities.

Question 13

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

Accepted Answer

The ADA prohibits discrimination against individuals with a record of impairment, even if they are not currently experiencing substantial limitations in a major life activity. This provision is intended to protect individuals who have a history of disability or impairment, such as those who have recovered from a past illness or injury, from being discriminated against on the basis of their past condition.

Question 14

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

Accepted Answer

The Americans with Disabilities Act (ADA) allows any individual to request a reasonable accommodation on behalf of an employee with a disability. This includes family members, friends, and health professionals.

Question 15

Matching
-Any modification or adjustment to the job or work environment to enable a qualified applicant
or employee with a disability to participate either in the application process or to perform essen-
tial job functions.

Accepted Answer

Reasonable accommodation refers to any modification or adjustment to the job or work environment to enable a qualified applicant or employee with a disability to participate either in the application process or to perform essential job functions.

Question 16

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

Accepted Answer

This is true according to the ADA (Americans with Disabilities Act) which prohibits discrimination based on an individual's known association or relationship with a disabled person.

Question 17

Matching
-Activities that an average person performs with little or no difficulty.

Accepted Answer

Major life activities are tasks that an average person can perform with little or no difficulty, such as walking, speaking, breathing, and working.

Question 18

Matching
-Any accommodation that would be unduly costly, disruptive, or substantial, or that would fun-
damentally alter the nature or operation of the business.

Accepted Answer

Undue hardship refers to an accommodation that would be too costly or disruptive for a business to reasonably provide.

Question 19

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

Accepted Answer

As long as the chosen accommodation is effective, an employer can choose the less expensive or easier option. However, this does not mean that cost can be the only consideration and an employer must still provide a reasonable accommodation.

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

Having a serious health condition is not equivalent to having a disability that substantially limits major life activities. While the two may be related or overlap, they are not the same thing.

Quiz 8: The Americans With Disabilities Act

Matching -The fundamental job duties of a position, but not the marginal functions of the position.

Any request for a reasonable accommodation must be in writing.

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

Matching -Any mental or psychological disorder, such as mental retardation, organic brain syndrome, emo- tional or mental illness, and specific learning disabilities.

Matching -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.

Matching -An example of a major life activity.

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

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

Matching -An example of reasonable accommodation.

Matching -The act that prohibits discrimination against qualified, disabled individuals by employers who receive federal funds or who are federal contractors.

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

Matching -A significant risk of substantial harm to the health or safety of an individual that cannot be elim- inated or reduced by reasonable accommodation.

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

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

Matching -Any modification or adjustment to the job or work environment to enable a qualified applicant or employee with a disability to participate either in the application process or to perform essen- tial job functions.

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

Matching -Activities that an average person performs with little or no difficulty.

Matching -Any accommodation that would be unduly costly, disruptive, or substantial, or that would fun- damentally alter the nature or operation of the business.

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

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.