Employment law of business ch13 – 7th edition- disability

Employment law of Business Ch13 – 7th Edition- Disability Discrimination
Your Results:
The  answer for each question is indicated by a  .

 

1    
Section 503 of the Rehabilitation Act:
    A)
prohibits discrimination against otherwise-qualified individuals with disabilities by any program or activity receiving federal assistance.
    B)
was enacted to train workers and provide them with jobs in the public service.
    C)
established the process of presidential disaster declarations.
    D)
prohibits discrimination against faculty, staff and students, including racial segregation of students.
    

 
2    
Which of the following employees is most likely to be protected under the Americans with Disabilities Act as an individual “regarded as having an impairment?”
    A)
A computer technician with a diagnosed hand sprain who is not able to use the computer for a short period of time.
    B)
A computer technician who is pregnant and has no complications takes a maternity leave.
    C)
A computer technician whose physician misdiagnoses a heart condition in an employment-related physical exam and has been fired because of it.
    D)
A computer technician who is 76 years old and is suffering from flu.
    

 
3    
Which of the following may be considered as a disability or impairment under the Americans with Disabilities Act?
    A)
Normal pregnancy
    B)
Predisposition to an illness
    C)
Regular obesity (non-morbid)
    D)
Disfiguring facial scar
    

 
4    
Adriana, wheelchair-bound since childhood, joined a new company. Her colleagues joked about her disability and passed comments. She initially thought that the situation would change, but, things got so bad that she dreaded going to the office and began considering leaving the job. Adriana was a victim of:
    A)
a sticky ladder.
    B)
a hostile work environment.
    C)
quid pro quo.
    D)
a glass ceiling.
    

 
5 I N  
Brenda, a diabetic, has been given such working hours by her employers that she is able to take regular meal breaks during her shift. Brenda:
    A)
disparate treatment.
    B)
pattern and performance.
    C)
reasonable accommodation.
    D)
disparate impact.
    

 
6 IN   
Which of the following statements is true of reasonable accommodation under the Americans with Disabilities Act?
    A)
The act does not allow an organization to deny hiring someone whose disability prevents him or her from performing either critical or routine aspects of the job.
    B)
The act does not require that employers make reasonable accommodation to disabled individuals whose handicap prevents them from performing essential functions of the job.
    C)
The employer need not restructure jobs, modify work schedules, make facilities accessible, provide readers, or modify equipment just to accommodate a disabled person.
    D)
The Act does not require an organization to make accommodations that cause undue hardship.
    

 
7    
Which of the following statements is true of reasonable accommodation for a disabled contingent worker?
    A)
The Internal Revenues Service is yet to offer federal tax incentives to eligible small businesses in order to ease their financial burden of providing accommodation.
    B)
Only the staffing firm must provide reasonable accommodations for the application process before any client has been identified as a prospective employer.
    C)
If an employer requests an applicant through the staffing firm, only the prospective employer must provide reasonable accommodation.
    D)
When a staffing firm and its clients are joint employers of an individual with a disability, only the staffing firm is obligated to provide reasonable accommodation.
    

 
8    
The Equal Employment Opportunity Commission regulations define _____ as the personal and professional attributes, including the skill, experience, education, physical, medical, safety and other requirements established…as requirements which an individual must meet in order to be eligible for the position held or desired.
    A)
discrimination factors
    B)
employment statutes
    C)
qualification standards
    D)
business necessities
    

 
9    
Which of the following is true of medical examinations?
    A)
All information obtained through medical examinations must be shared by the employer.
    B)
Medical testing is mandatory preoffer even if it does not relate specifically to job performance.
    C)
It is usually required only after the employment offer has been extended.
    D)
It is required where all employees in that position category are subject to different examinations.
    

 
10    
Which of the following intellectually impaired individuals would be covered under the Americans with Disabilities Act?
    A)
Alex, who has an intellectual impairment is capable of living on his own and does not require any assistance from his family with cleaning his apartment
    B)
Jennifer, who has a mild form of attention deficit hyperactivity disorder, and is capable of doing all her major life activities
    C)
Henry, who has a facial deformity that affects his speech
    D)
William, who was erroneously diagnosed as having an intellectual disability that substantially limited his ability to learn when he was attending high school
    
    

 

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