Regulatory Compliance & Standards Flashcards
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Read the first 7 Regulatory Compliance & Standards flashcards as text
Under IDEA, what is the maximum number of days a school may suspend a student with a disability before a manifestation determination review must occur?
Answer: 10 consecutive days
A manifestation determination review must occur within 10 school days of any suspension or removal that constitutes a change of placement.
The ADA Amendments Act of 2008 (ADAAA) primarily expanded the law by:
Answer: Broadening the definition of 'disability' to cover more conditions
The ADAAA overturned narrow Supreme Court interpretations and broadened the definition of disability to cover more conditions and individuals.
Under HIPAA, when may a covered entity disclose an individual's protected health information to a disability specialist without patient authorization?
Answer: For treatment, payment, or healthcare operations
HIPAA permits disclosure without authorization for treatment, payment, and healthcare operations purposes.
The Olmstead v. L.C. Supreme Court decision established that:
Answer: States must provide disability services in the most integrated setting appropriate
Olmstead (1999) held that unnecessary institutionalization of people with disabilities is discrimination under the ADA's integration mandate.
Which regulatory standard governs accessible telecommunications equipment and customer premises equipment under Section 255 of the Telecommunications Act?
Answer: FCC accessibility guidelines
The FCC issues regulations under Section 255 requiring telecom manufacturers and service providers to make products accessible.
A disability specialist working in vocational rehabilitation must ensure their practice aligns with the Code of Professional Ethics for Rehabilitation Counselors (CRCC). This code primarily addresses:
Answer: Professional conduct, client welfare, and confidentiality
The CRCC Code of Professional Ethics centers on professional conduct, client rights, confidentiality, and avoiding harm.
Under the ADA, a 'direct threat' defense allows an employer to exclude an individual with a disability if the threat:
Answer: Cannot be eliminated or reduced by reasonable accommodation
The direct threat defense applies only when a significant risk of substantial harm cannot be reduced to acceptable levels through reasonable accommodation.
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