Question 1

It does not violate the ADA to ask about problems with drug usage in the past,since drugs are an illegal substance,but it is illegal to ask about past problems with alcohol.

Accepted Answer

Both drug and alcohol usage are considered disabilities under the ADA, and it is illegal to ask about past problems with either substance. Employers may only ask about current drug or alcohol usage if it affects job performance.

Question 2

The Supreme Court has ruled that Ford had to redesign its auto assembly line to allow disabled workers to have access to the jobs done on the assembly line.

Accepted Answer

The Supreme Court has not specifically ruled that Ford had to redesign its auto assembly line for this purpose. Cases involving the Americans with Disabilities Act (ADA) and employment might address accommodations, but there's no specific ruling mandating Ford to redesign its assembly lines for disabled workers' access.

Question 3

To help determine if a disabled person would be a suitable employee,it would be appropriate to ask questions about their medical background and problems.

Accepted Answer

It is not appropriate to ask questions about a person's medical history or disabilities during the hiring process. This information is private and protected under disability discrimination laws. Instead, employers should focus on the person's qualifications and ability to perform the essential job functions with or without reasonable accommodations.

Question 4

A standardized employment test that tends to screen out people with disabilities is likely to be illegal under the Americans with Disabilities Act.

Accepted Answer

The Americans with Disabilities Act prohibits discrimination against people with disabilities in employment, and employers are required to make reasonable accommodations for disabled employees. Screening tests that disproportionately exclude people with disabilities are likely to be seen as discriminatory and violate the law.

Question 5

Firing an employee because she has the AIDS virus is not likely to violate the Disabilities Act because employers have a business necessity for not wanting to employ such people: i.e.high medical insurance costs.

Accepted Answer

Firing an employee because she has AIDS is a violation of the Americans with Disabilities Act (ADA), which prohibits discrimination against individuals with disabilities. Employers cannot use factors such as high medical insurance costs as a reason to discriminate against employees with disabilities.

Question 6

Employers are legally obliged to make reasonable accommodations for workers with disabilities.

Accepted Answer

The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations to qualified employees with disabilities, unless doing so would cause an undue hardship for the employer. This includes modifications to job tasks, work schedules, equipment, and other aspects of the work environment.

Question 7

It is not a violation of the ADA to ask an employee if a work assignment might be modified to help accommodate their disability.

Accepted Answer

It is actually recommended to engage in an interactive process with employees with disabilities to determine if reasonable accommodations can be made to help them perform their job duties. Asking about possible modifications is part of this process and does not violate the ADA.

Quiz 17: Employment Discrimination