CESP Professional Ethics & Legal Considerations 5

Question 1

Which legal standard determines whether a workplace accommodation is 'reasonable' under the ADA?

Accepted Answer

The accommodation does not cause undue hardship to the employer

Answer

An accommodation is reasonable under the ADA as long as it does not impose an undue hardship—a significant difficulty or expense—on the employer.

Question 2

A job seeker discloses a plan to harm a coworker at their new job. Under the 'duty to warn' legal principle, the CESP must:

Accepted Answer

Warn the intended victim and notify appropriate authorities

Answer

The duty to warn requires professionals to take protective action, including warning the intended victim, when a credible threat of harm to an identifiable person is disclosed.

Question 3

Which ethical principle is most directly violated when a CESP bills for services that were never provided?

Accepted Answer

Fidelity

Answer

Fidelity involves honesty and keeping professional commitments; billing fraud is a direct violation of the professional's duty to be trustworthy and honest.

Question 4

Under the Genetic Information Nondiscrimination Act (GINA), employers are prohibited from using genetic information to make decisions about:

Accepted Answer

Hiring, firing, pay, or any other terms of employment

Answer

GINA prohibits employers from using genetic information in hiring, firing, pay, job assignments, and any other terms or conditions of employment.

Question 5

When a CESP provides employment support to a minor, who must typically provide informed consent for services?

Accepted Answer

A parent or legal guardian

Answer

Minors generally lack legal capacity to provide informed consent; a parent or legal guardian must consent on their behalf for most employment support services.

(CESP) Certified Employment Support Professional Practice Test

(CESP) Certified Employment Support Professional Practice Test

CESP Professional Ethics & Legal Considerations 5