CESP Workplace Accommodations & Job Retention 2

Question 1

Under the ADA, an employer is NOT required to provide an accommodation that would:

Accepted Answer

Cause undue hardship to the organization

Answer

Undue hardship — significant difficulty or expense relative to the employer's resources — is the legal threshold that exempts an employer from providing an accommodation.

Question 2

A job coach notices an employee's workstation layout is causing repetitive-strain symptoms. The FIRST action the coach should take is:

Accepted Answer

Document the observation and raise it with the employee and supervisor

Answer

The employment support professional should first document the issue and facilitate a conversation between the employee and supervisor before escalating or procuring equipment.

Question 3

Which factor is MOST relevant when determining whether a flexible schedule is a reasonable accommodation?

Accepted Answer

Whether the core job functions can still be performed

Answer

A schedule modification is reasonable if all essential functions of the job can still be fulfilled without undue hardship to the employer.

Question 4

An employee with a psychiatric disability asks that their supervisor provide daily written instructions instead of verbal ones. This is best categorized as a:

Accepted Answer

Communication accommodation

Answer

Providing written rather than verbal instructions is a communication-based accommodation that supports information processing needs.

Question 5

Job carving in the context of workplace accommodations refers to:

Accepted Answer

Restructuring a position to remove non-essential tasks the employee cannot perform

Answer

Job carving customizes an existing position by redistributing non-essential functions so the employee can succeed in their core duties.

(CESP) Certified Employment Support Professional Practice Test

(CESP) Certified Employment Support Professional Practice Test

CESP Workplace Accommodations & Job Retention 2