FREE Certified Disability Management Specialist TRIVIA Questions and Answers
This type of case management entails finding and making services accessible to help the employee get back to work.
Which file system would be ideal for a location of business with a high fire risk?
A workplace with a high fire risk would be best suited for a file cabinet system. Filing cabinets can often safeguard crucial information from deterioration caused by the environment and are frequently available in fireproof variants. However, these cabinets may take up a lot of room and usually only allow one drawer to be opened at a time. On the other hand, a compressible filing system is a manual or automated arrangement of parallel open-shelf files that slide back and forth to make an opening. Although they save a lot of space, compressible filing systems have substantial maintenance expenses. A set of bookshelves is analogous to an open-shelf filing system in that all documents are easily accessible yet vulnerable to environmental deterioration. Finally, a motorized rotating file system that resembles a Ferris wheel is used. Although these systems are highly space-efficient, they are also unstable and must be kept in order to work effectively.
The employee claims to an assessor that his manager singles him out for criticism. Even if other employees have voiced similar objections about the supervisor, the evaluator feels that this complaint is the consequence of the employee's persecution bias. Which type of prejudice is the assessor exhibiting?
There is intrapsychic prejudice being displayed by the assessor. When the evaluator overemphasizes a case's psychological (internal, that is) features, it is said to have an intrapsychic bias. Psychoanalysts, psychiatrists, and psychologists are especially prone to this prejudice. There is an advocacy bias when the assessor has a personal stake in a specific diagnosis or course of therapy. When the evaluator places excessive weight on environmental or external elements, this is known as an extrapsychic bias. When an assessor feels obligated to explain the employee's problems, diagnosis bias is present. An assessor may occasionally think that omitting to state something favorable about the employee will show a lack of professional competence.
Anything given to someone as compensation for loss, harm, or suffering; usually money.
Answer: Compensation
Which apportionment method will be applied to workers' compensation if an employee is determined to have a handicap that they had in a prior position?
Workers' compensation will be calculated using an apportionment to pre-existing disability if an employee is judged to have a handicap that they had in a prior position. In other words, the entire incapacity would be attributed to past medical conditions. An allocation to historical factors does not exist. When a percentage of a worker's impairment may be attributed to personal, non-work-related problems, distribution to off-the-job stressors is utilized. In these situations, a fraction of the impairment is calculated and allocated to the stresses outside of the workplace. For diseases that follow a regular and predictable path of deterioration, allocation to the natural course of the ailment is applied. In these situations, a disability is allocated based on the usual functional decline.
Which of the following irritants to the upper respiratory tract is most immediately harmful to one's life and health?
The lowest dose of HF is instantly harmful to life and health among upper respiratory tract irritants. Only 20 ppm of HF is needed to harm a person's body permanently. Three parts per million is the maximum exposure threshold for this substance (ppm). An eight-hour day is used to get the time-weighted average for the acceptable exposure level. At 100 ppm, SO2, HCl, and NH3 are instantaneously lethal or harmful to health.
Which of the following scenarios would violate the Americans with Disabilities Act and allow a firm to refuse handicapped individual employment?
According to the Americans with Disabilities Act, a company may refuse to hire a disabled individual with minimal risk, but it would have serious repercussions. The primary guideline for hiring potentially hazardous individuals is that businesses may refuse to hire someone who poses a significant risk with a high possibility of serious harm. After that, the courts proved that a balancing test might be applied in risk estimation. Put another way, if a risk is modest, but the repercussions are significant, a person may be denied employment. A person may also be refused employment if they represent a severe risk yet have only minimal or ancillary effects.