Americans with Disabilities Act: 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: Supervisors 15(m) 23(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 11-question knowledge check below.

Video Link: https://web.microsoftstream.com/video/95e2280c-b6f6-41f0-b345-8830e6043797

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 or a prior record of 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. Job applicants are not protected by the American with Disabilities Act because the law only applies to existing employees.

True

False

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* 5. Only open and obvious physical conditions qualify as disabilities under the ADA. Mental conditions do not.

True

False

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

Substantially limit one’s ability to perform a major life activity or affect a major bodily function

Be obvious and observable by the average employee

Require weekly visits to the doctor

All of the above

None of the above

Question Title

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

A larger computer monitor or an ergonomic keyboard

Adjusted work duties

Extended unpaid leave of absence

All of the above

None of the above

Question Title

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

The company

The disabled employee

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

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* 10. Companies should initiate the interactive process with an employee:

If the employee discloses a disability or requests an accommodation

If the employee suffers from and open and obvious disability

If the employee’s job performance changes dramatically with no obvious explanation

All of the above

None of the above. It is the employee's responsibility to initiate the process.

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* 11. If an employee’s disability is not obvious, or if more information is needed to determine whether an accommodation is required, the company may ask the employee to provide written information about the condition from his/her healthcare provider.

True

False

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* 12. If a disabled employee cannot perform the essential job functions of his/her job even when provided a reasonable accommodation, the company has the right to terminate that employee.

True

False

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* 13. Managers and supervisors who observe or hear about harassing or retaliatory behavior directed toward a disabled employee have the obligation to take immediate action to correct the situation.

True

False