CESP Employer Engagement 5 — Questions and Answers
Question 1: An employer agrees to a working interview for your job seeker. Which critical issue must you address BEFORE the working interview begins?
- Ensuring the employer has posted the position publicly
- Clarifying liability, workers' compensation coverage, and compensation for hours worked (Correct answer)
- Having the job seeker sign a non-disclosure agreement
- Confirming the employer has filed a 14(c) certificate
Correct answer: Clarifying liability, workers' compensation coverage, and compensation for hours worked
Working interviews carry legal and liability considerations; establishing who is responsible for workers' comp and whether hours must be paid protects all parties.
Question 2: Which of the following actions by an employment specialist would be considered an ADA violation?
- Telling an employer about a job seeker's specific work strengths
- Disclosing a job seeker's specific diagnosis to an employer without the job seeker's written consent (Correct answer)
- Providing a job coach during the new employee's onboarding period
- Negotiating a flexible start time as an accommodation
Correct answer: Disclosing a job seeker's specific diagnosis to an employer without the job seeker's written consent
Disclosing a job seeker's diagnosis without their written consent violates ADA confidentiality protections and professional ethical standards.
Question 3: An employer says they want to hire your job seeker but only for cash wages with no payroll documentation. The appropriate response is to:
- Accept the offer since informal work provides valuable experience
- Decline and explain that competitive integrated employment requires proper payroll and legal employment status (Correct answer)
- Report the employer to the IRS immediately
- Ask the job seeker if they prefer cash work
Correct answer: Decline and explain that competitive integrated employment requires proper payroll and legal employment status
Competitive integrated employment requires lawful employment with proper payroll; cash-only arrangements deny workers legal protections and benefits.
Question 4: Which of the following is the PRIMARY purpose of a 'job analysis' completed by an employment specialist at a worksite?
- To evaluate whether the employer meets OSHA safety standards
- To understand the specific tasks, pace, environment, and culture of a job to match it with a job seeker (Correct answer)
- To document the employer's ADA compliance history
- To set the wage rate for a supported employment position
Correct answer: To understand the specific tasks, pace, environment, and culture of a job to match it with a job seeker
A job analysis provides detailed information about task demands, environmental factors, and social requirements that inform whether and how a job seeker can succeed in that role.
Question 5: An employer in a rural area says they are interested in hiring but worries about consistency because their only candidate lives far away. The MOST helpful response is:
- Suggest the job seeker relocate closer to the worksite
- Explore transportation solutions, remote task options, or schedule flexibility together with the employer (Correct answer)
- Tell the employer that transportation is the job seeker's personal responsibility
- Offer to reduce the job seeker's hours to accommodate limited transit
Correct answer: Explore transportation solutions, remote task options, or schedule flexibility together with the employer
Collaborative problem-solving with the employer to identify transportation or scheduling solutions demonstrates the specialist's role as a true workforce partner.
Question 6: The Work Opportunity Tax Credit (WOTC) for employers who hire individuals with disabilities receiving SSI or SSDI can provide a federal credit of up to:
- $1,200 per eligible employee
- $2,400 per eligible employee
- $9,600 per eligible employee (Correct answer)
- $5,000 per eligible employee
Correct answer: $9,600 per eligible employee
Employers who hire long-term TANF or certain SSDI/SSI recipients may qualify for WOTC credits up to $9,600, making it one of the largest available hiring incentives.
Question 7: When an employment specialist helps an employer understand Ticket to Work and the potential impact on a new hire's benefits, they are acting in the role of:
- Benefits counselor providing official SSA guidance
- Informational resource who knows when to refer to a certified benefits counselor (Correct answer)
- Advocate who minimizes the importance of benefits concerns
- Case manager who adjusts the job seeker's SSI payment schedule
Correct answer: Informational resource who knows when to refer to a certified benefits counselor
Employment specialists provide general benefits awareness and refer to certified benefits counselors for personalized guidance, since only authorized counselors can give binding benefits advice.
CESP Employer Engagement 5
An employer agrees to a working interview for your job seeker.
Which critical issue must you address BEFORE the working interview begins?