CIEE Return-to-Work & Accommodation 2

Question 1

Under the ADA, which factor is NOT considered when determining whether an accommodation is an 'undue hardship'?

Accepted Answer

The employee's personal preference for the accommodation

Answer

Undue hardship analysis considers cost, employer resources, and operational impact—not employee preference.

Question 2

A transitional duty program is BEST described as:

Accepted Answer

Temporary modified work assignments while an employee recovers

Answer

Transitional duty provides temporary modified tasks matched to an injured worker's current restrictions during recovery.

Question 3

Which documentation is MOST critical before an ergonomic evaluator recommends specific accommodations for a returning worker?

Accepted Answer

Medical restrictions provided by the treating physician

Answer

Physician-provided functional restrictions form the clinical foundation for any accommodation recommendation.

Question 4

When conducting a job demands analysis for a return-to-work candidate, the ergonomic evaluator should focus PRIMARILY on:

Accepted Answer

Matching essential job function demands to the worker's current capabilities

Answer

Matching physical job demands to the worker's medically-defined restrictions ensures a safe and sustainable return.

Question 5

An employee with a shoulder injury returns to a clerical role. The FIRST ergonomic intervention to consider is:

Accepted Answer

Repositioning the monitor and keyboard to reduce shoulder elevation

Answer

Repositioning existing equipment to minimize shoulder elevation is a low-cost, immediate accommodation that reduces strain.

(CIEE) Certified Industrial Ergonomic Evaluator Practice Test