Americans with Disabilities Act: Non-Supervisors Knowledge Check (REQ)

Due Wednesday, November 30th, 2022

Using Survey Monkey ensures we are documenting this month's System-wide required compliance completions. Previously this was tracked in our former learning management system (LMS), EduBrite. This will be our method while we are working on implementing MetroUniversity, our new LMS.

To receive credit for the November compliance training, Americans with Disabilities Act: Non-Supervisors 10(m) 24(s) please watch the training presented by McAfee & Taft Attorney, Courtney Bru.

INSTRUCTIONS:

Click the link to open the video in a new browser window.
View it in its entirety.
Close the window to return to the survey.
Then enter your name (Legal Name)
Complete the 12-question knowledge check below.

Video Link: https://web.microsoftstream.com/video/f58f6902-b0dc-492b-9d7a-e7b7139b20b6

Click the link to open the video. Close the window to return to the survey. Then enter your name (Legal Name) and complete the 12-question knowledge check below.

NOTE: After completion of the Knowledge Check you will receive your score. You MUST complete the Knowledge Check with a score of 100%.

Please retake the Knowledge Check in its entirety if you score below 100%. You will have a total of 10 attempts to complete the Knowledge Check at 100%.

Question Title

* 1. First Name

Question Title

* 2. Last Name

Question Title

* 3. Under the Americans with Disabilities Act, employers cannot discriminate against a qualified individual with a disability who can perform the essential functions of a job either with or without a reasonable accommodation.

True

False

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* 4. Only physical conditions may qualify as a disability under the ADA. Mental conditions do not.

True

False

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* 5. In order to qualify as a disability, a physical or mental condition must:

Substantially limit one’s ability to perform a major life activity, such as hearing, walking, standing or sitting

Affect a major bodily function, such as respiratory or digestive

All of the above

None of the above

Question Title

* 6. Not every physical or mental condition qualifies as a disability under the Americans with Disabilities Act.

False

True

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* 7. Who is responsible for deciding what an employee’s essential job functions are?

The employee

The company

It must be a joint decision between the employee and the company

Question Title

* 8. Employees who are considered disabled are not subjected to performance standards like non-disabled employees.

True

False

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* 9. Which of the following could be considered a “reasonable accommodation” for a disabled employee?

A larger computer monitor or a different chair

A modified work schedule

Extended unpaid leave of absence

All of the above

None of the above

Question Title

* 10. Disabled employees are entitled to an accommodation of their choice to help them do their jobs, even if it imposes a significant expense or burden on the employer.

True

False

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* 11. Who is responsible for determining whether an accommodation is reasonable?

It must be a joint decision between the disabled employee and the company

The disabled employee

The company

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* 12. Employees who become aware of a physical or mental condition affecting their own performance should:

Immediately notify their supervisor or Human Resources department

Wait for their supervisor to mention it to them

Keep quiet about anything that might be embarrassing

Work harder to make up for declining performance

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* 13. As part of the ADA’s interactive process, employees with disabling conditions should:

Initiate the conversation and be open and honest with the company about the issues they are experiencing

Suggest possible accommodations that might allow them to perform the essential functions of their job

Thoroughly discuss all possible accommodations with the company

All of the above

None of the above. Wait for a supervisor or the Human Resources department company to initiate a conversation about the employee’s condition or declining work performance.

Question Title

* 14. Retaliating against or harassing an employee because of their disability or because they requested or received an accommodation is against the law.

True

False