Podcast
Questions and Answers
Which of the following is NOT considered a reasonable accommodation for individuals with disabilities?
Which of the following is NOT considered a reasonable accommodation for individuals with disabilities?
- Provision of qualified readers or interpreters
- Providing additional vacation days for all employees (correct)
- Job restructuring
- Making existing facilities accessible
What does 'undue hardship' refer to in the context of reasonable accommodations?
What does 'undue hardship' refer to in the context of reasonable accommodations?
- A requirement to provide accommodations regardless of cost.
- An obligation to hire extra staff to fulfill accommodation needs.
- The cost of the accommodation is minimal and does not affect operations.
- Actions requiring significant difficulty or expense by the employer. (correct)
Which factor is NOT considered when determining if an accommodation would impose an undue hardship?
Which factor is NOT considered when determining if an accommodation would impose an undue hardship?
- The job performance of the employee requiring the accommodation (correct)
- The nature and cost of the accommodation
- The impact of the accommodation on the facility's operations
- The overall financial resources of the employer
Which of the following best describes 'essential functions of the job'?
Which of the following best describes 'essential functions of the job'?
When considering the overall financial resources of a facility in providing accommodations, which aspect is relevant?
When considering the overall financial resources of a facility in providing accommodations, which aspect is relevant?
What is the primary responsibility of the Human Resources Department regarding the ADA policy?
What is the primary responsibility of the Human Resources Department regarding the ADA policy?
Which of the following is not a condition under which the Spring Fire Department will engage in an interactive process?
Which of the following is not a condition under which the Spring Fire Department will engage in an interactive process?
What must the Spring Fire Department assess before providing reasonable accommodations?
What must the Spring Fire Department assess before providing reasonable accommodations?
What action will be taken if a current employee poses a direct threat to others?
What action will be taken if a current employee poses a direct threat to others?
Why might a qualified individual with a disability not receive an accommodation?
Why might a qualified individual with a disability not receive an accommodation?
Who is responsible for reviewing the accuracy of the ADA policy?
Who is responsible for reviewing the accuracy of the ADA policy?
Under the ADA, when must accommodations be provided to a qualified individual?
Under the ADA, when must accommodations be provided to a qualified individual?
What is the role of management in relation to a qualified individual needing accommodation?
What is the role of management in relation to a qualified individual needing accommodation?
What does the term 'disability' refer to?
What does the term 'disability' refer to?
Which of the following is NOT considered a major life activity?
Which of the following is NOT considered a major life activity?
What is meant by 'direct threat' in the context of disabilities?
What is meant by 'direct threat' in the context of disabilities?
What characterizes a 'qualified individual' in the workplace?
What characterizes a 'qualified individual' in the workplace?
Which of the following is NOT an example of reasonable accommodation?
Which of the following is NOT an example of reasonable accommodation?
Which of the following bodily functions is classified as a major life activity?
Which of the following bodily functions is classified as a major life activity?
Why might someone be regarded as having a disability?
Why might someone be regarded as having a disability?
What is the significance of major life activities in defining a disability?
What is the significance of major life activities in defining a disability?
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Study Notes
American with Disabilities Act (ADA) Policy & Procedures
- Implementation: Human Resources Department is responsible for implementing ADA policy. They determine reasonable accommodations on a case-by-case basis, evaluate if an individual poses a direct threat and if any accommodation creates an undue hardship.
- Review: The Executive Board reviews and ensures the accuracy of the policy.
- Non-discrimination: Spring Fire Department prohibits discrimination against qualified individuals with disabilities in hiring, advancement, discharge, compensation, training, and other employment aspects.
- Accommodation Process: When a qualified individual with a disability requires an accommodation, management and Human Resources will engage in an interactive process to determine the appropriate accommodation.
- Direct Threat: Applicants posing a direct threat to others' health and safety that cannot be eliminated with reasonable accommodation will not be hired. Current personnel posing a direct threat will be placed on appropriate leave until an organizational decision regarding their situation is made.
Definitions
- Disability: A physical or mental impairment that substantially limits one or more major life activities. It can include a record of such impairment or being regarded as having such an impairment.
- Major Life Activities: Includes, but is not limited to:
- Caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating and working.
- Major Bodily Functions: Includes, but is not limited to: functions of the immune system, normal cell growth, digestive, bowel, bladder, neurological, brain, respiratory, circulatory, endocrine and reproductive functions.
- Major Life Activities: Includes, but is not limited to:
- Direct Threat: A significant risk of substantial harm to the health or safety of others that cannot be reduced or eliminated by reasonable accommodation.
- Qualified Individual: An individual who, with or without reasonable accommodation, can perform the essential functions of the position.
- Reasonable Accommodation:
- Application Process: Adjusting the process for a qualified individual with a disability to be considered.
- Work Environment: Adjusting the work environment or the manner in which the position is performed.
- Equal Benefits: Implementing changes that allow a qualified individual with a disability to enjoy equal benefits and privileges as those without disabilities.
- Examples: Making facilities accessible, job restructuring, part-time or modified schedules, reassignment to a vacant position, equipment modification, adapting examinations, training materials or policies, providing qualified readers or interpreters.
- Undue Hardship: An action requiring significant difficulty or expense for the employer.
- Factors Considered:
- Nature and cost of the accommodation.
- Employer's and facility's financial resources.
- Number of persons employed and the effect on expenses and resources.
- Employer's overall financial resources, the number, type, and location of facilities.
- Department's operations, including workforce composition, structure, and functions.
- Factors Considered:
- Essential Functions of the Job: Core duties that are the reason the job exists.
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