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Americans with Disabilities Act Questions with correct answers graded A+
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Americans with Disabilities Act Questions with correct answers graded A+
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Americans with Disabilities Act% of Nonworking Ppl w/ Disabilities - correct answer ✔✔70% who are willing and able
ADA - correct answer ✔✔A federal civil rights law designed to prevent discrimination and enable
individuals with disabilities to participate fully in all aspects of society.
President signed on September 25, 2008.
ADA Applies to... - correct answer ✔✔A person who has a physical or mental impairment that
substantially limits one or more major life activities (like sitting, standing, or sleeping).
More than just people who are deaf, blind, or in wheelchairs. Also for people REGARDED as having a
disability.
Ex: Have epilepsy, diabetes, HIV infection or severe forms of arthritis, hypertension, or carpal tunnel
syndrome may be individuals with disabilities.
Mental impairments such as major depression, bipolar (manic-depressive) disorder, and mental
retardation may also be covered.
Protects a person with a RECORD of a substantially limiting impairment.
Ex: W/ a history of cancer that is now in remission may be covered.
Applies if no impairment or has a minor impairment, particularly if the employer acts based on MYTHS,
FEARS, OR STEREOTYPES about a person's medical condition.
Ex: An employer may not deny a job to someone who has a history of cancer because of a fear that the
condition will recur and cause the employee to miss a lot of work.
, ONLY protects a person who is qualified for the job s/he has or WANTS.
The individual with a disability MUST MEET JOB-RELATED REQUIREMENTS (for example, education,
training, or skills requirements).
S/he must be able to perform the job's essential functions (i.e., its fundamental duties) with or without a
reasonable accommodation.
Rules - correct answer ✔✔The ADA does not allow you to ask questions about disability or use medical
examinations until after you make someone a conditional job offer.
After making a job offer, you may ask any disability-related questions and conduct medical examinations
as long as you do this for everybody in the same job category.
The ADA strictly limits the circumstances under which you may ask questions about disability or require
medical examinations of employees. Such questions and exams are only permitted where you have a
reasonable belief, based on objective evidence, that a particular employee will be unable to perform
essential job functions or will pose a direct threat because of a medical condition.
Inquiries or exams always allowed: Certain types of inquiries or examinations are always permitted, even
if they disclose some medical information. For example, you may:
Ask all employees to provide a doctor's note to support a request for leave.
Ask about an employee's medical condition and conduct medical examinations that are required by
another federal law.
With limited exceptions, you must keep confidential any medical information you learn about an
applicant or employee. Information can be confidential even if it contains no medical diagnosis or
treatment course and even if it is not generated by a health care professional.
Does not require an employer to have a particular type of procedure in place for providing reasonable
accommodations.
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