CDMS ADA Compliance and Reasonable Accommodation 1 — Questions and Answers
Question 1: Under the Americans with Disabilities Act (ADA), what is a 'reasonable accommodation'?
- Any modification an employee requests, regardless of cost
- A modification or adjustment that enables a qualified person with a disability to perform essential job functions (Correct answer)
- Reassigning the employee to a less demanding position without their consent
- Providing unlimited leave for any health condition
Correct answer: A modification or adjustment that enables a qualified person with a disability to perform essential job functions
A reasonable accommodation is any change to the work environment or job that enables a qualified employee with a disability to perform essential functions.
Question 2: Which of the following best defines 'undue hardship' under the ADA?
- Any accommodation that costs more than $500
- An accommodation that would cause significant difficulty or expense given the employer's resources (Correct answer)
- Any accommodation requiring structural modifications to a building
- An accommodation that reduces productivity by any measurable amount
Correct answer: An accommodation that would cause significant difficulty or expense given the employer's resources
Undue hardship considers the cost of the accommodation relative to the employer's overall financial resources, size, and operations.
Question 3: Under the ADA Amendments Act of 2008 (ADAAA), how was the definition of disability broadened?
- The threshold for employer size was reduced from 25 to 15 employees
- The 'substantially limits a major life activity' standard was interpreted more broadly (Correct answer)
- Mental impairments were excluded from coverage for the first time
- The interactive process requirement was eliminated
Correct answer: The 'substantially limits a major life activity' standard was interpreted more broadly
The ADAAA directed courts to interpret 'substantially limits' broadly, making it easier for individuals to qualify as having a disability.
Question 4: What is the 'interactive process' required by the ADA?
- A mandatory arbitration process for ADA complaints
- A good-faith dialogue between employer and employee to identify effective accommodations (Correct answer)
- The EEOC's investigation procedure for ADA charges
- A technology assessment to evaluate assistive devices
Correct answer: A good-faith dialogue between employer and employee to identify effective accommodations
The interactive process requires the employer and employee to engage in good-faith communication to explore and identify reasonable accommodations.
Question 5: Which of the following is NOT considered a reasonable accommodation under the ADA?
- Modifying work schedules
- Providing assistive technology
- Eliminating an essential function of the job (Correct answer)
- Reassigning to a vacant position
Correct answer: Eliminating an essential function of the job
Employers are not required to eliminate essential job functions; accommodations must enable performance of those functions, not remove them.
Question 6: Under the ADA, which employers are required to provide reasonable accommodations?
- All employers, regardless of size
- Employers with 15 or more employees (Correct answer)
- Only federal government employers
- Employers with 50 or more employees
Correct answer: Employers with 15 or more employees
Title I of the ADA applies to private employers, state and local governments, employment agencies, and labor unions with 15 or more employees.
CDMS ADA Compliance and Reasonable Accommodation 1
Under the Americans with Disabilities Act (ADA), what is a 'reasonable accommodation'?