1.1b ADA

Question 1

What does the Americans with Disabilities Act (ADA) require from employers?

Answer 1

• Not discriminate against applicants and individuals with disabilities
• Provide reasonable accommodations to qualified applicants and employees

The ADA applies to employers with 15 or more employees.

Question 2

What is the Florida Civil Rights Act (FCRA) regarding employment discrimination?

Answer 2

• Prohibits discrimination against job applicants or employees based on disability

This act also applies to employers with 15 or more employees.

Question 3

What is the policy of the District concerning individuals with disabilities?

Answer 3

• Comply with federal and state laws
• Act in accordance with EEOC and FCHR regulations
• Not discriminate against qualified individuals with disabilities

This includes application procedures, hiring, advancement, discharge, compensation, training, and other employment terms.

Question 4

Define Disability as per the policy.

Answer 4

A physical or mental impairment that substantially limits one or more major life activities, a record of such an impairment, or being regarded as having such an impairment

Major life activities include caring for oneself, seeing, hearing, and more.

Question 5

What are considered Major life activities?

Answer 5

• Caring for oneself
• Performing manual tasks
• Seeing
• Hearing
• Eating
• Sleeping
• Walking
• Standing
• Writing
• Bending
• Speaking
• Breathing
• Learning
• Reading
• Concentrating
• Thinking
• Communicating
• Working

These activities are essential to daily living.

Question 6

What are Major bodily functions?

Answer 6

• Physical or mental impairment affecting body systems
• Includes neurological, musculoskeletal, respiratory, cardiovascular, reproductive, digestive, genitourinary, immune, circulatory, hemic, lymphatic, skin, and endocrine systems
• Covers mental or psychological disorders, such as intellectual disability

These functions are crucial for overall health and well-being.

Question 7

True or false: The District’s policy allows discrimination against qualified individuals with disabilities.

Answer 7

FALSE

The policy explicitly states that discrimination is not permitted in any employment-related procedures.

Question 8

What should employees do if they have questions or concerns about the policy?

Answer 8

Consult their supervisor or human resources

This ensures that any issues are addressed appropriately.

Question 9

What does the Americans with Disabilities Act define as a qualified individual?

Answer 9

An individual who, with or without reasonable accommodation, can perform the essential functions of the employment position that such individual holds or desires

This definition is crucial for determining eligibility for accommodations in the workplace.

Question 10

Define substantially limiting in the context of disabilities.

Answer 10

The determination requires an individualized assessment; impairments that are episodic or in remission may still meet the definition if they would substantially limit a major life activity when active

Examples include hypertension, asthma, and diabetes.

Question 11

What is a direct threat according to the Americans with Disabilities Act?

Answer 11

A significant risk to the health, safety, or well-being of individuals with disabilities or others when this risk cannot be eliminated by reasonable accommodation

This concept is important for assessing workplace safety.

Question 12

What are examples of reasonable accommodations?

Answer 12

• Changes to the work environment
• Making existing facilities accessible
• Modified work schedules
• Reassignment to a vacant position
• Acquisition or modification of equipment

These accommodations aim to support individuals with disabilities in performing their job functions.

Question 13

What does undue hardship refer to?

Answer 13

An action requiring significant difficulty or expense by the employer

Factors to consider include the nature and cost of the accommodation and the overall financial resources of the employer.

Question 14

Fill in the blank: An impairment, such as cancer that is in remission but may return in a substantially limiting form, is also considered a _______.

Answer 14

disability

This highlights that the status of an impairment can change and still be classified as a disability.

Question 15

What does the Americans with Disabilities Act (ADA) require regarding accommodations for applicants with disabilities?

Answer 15

Applicants must be given the same consideration for employment as any other applicant if they can be reasonably accommodated without causing undue hardship or a direct threat to workplace safety.

This ensures that individuals with disabilities have equal opportunities in the hiring process.

Question 16

Define essential functions of a job according to the ADA.

Answer 16

Job activities determined by the employer to be essential or core to performing the job; these functions cannot be modified.

Essential functions are critical to the job’s performance.

Question 17

True or false: An applicant who poses a direct threat to health and safety can be hired if reasonable accommodations are made.

Answer 17

FALSE

Applicants who pose a direct threat to themselves or others cannot be hired if the threat cannot be eliminated by reasonable accommodation.

Question 18

What should employees do if they have questions or requests for accommodation?

Answer 18

Contact the Human Resources Manager.

This initiates the interactive process for accommodations.

Question 19

What happens to employees who pose a direct threat to health or safety in the workplace?

Answer 19

They will be placed on leave until an organizational decision is made regarding their immediate employment situation.

This policy ensures workplace safety for all individuals.

Question 20

Individuals currently using illegal drugs are _______ from coverage under the District’s ADA policy.

Answer 20

excluded

This exclusion is part of the ADA policy regarding substance use.

Question 21

What is the role of the Human Resources Manager in the context of the ADA?

Answer 21

To address questions or requests for accommodation and facilitate the interactive process.

This role is crucial for ensuring compliance with ADA requirements.

Question 22

What is meant by undue hardship in the context of reasonable accommodations?

Answer 22

A significant difficulty or expense incurred by the employer in providing accommodations.

Employers are not required to make accommodations that cause undue hardship.