i2i 2024 - Session B: ADA Awareness Training (Additional Segment for Managers)
Welcome to Session B: Americans with Disabilites Act (ADA) Training for Managers and Supervisors.
This training consists of several video segments. There are test questions after the last segment. A certificate of completion is awarded after 80% of the test questions are answered correctly. You may attempt the training 4 times, or will need to wait 24 hours to re-take the training.
Agenda:
Interviewing and Hiring = 13 minutes
Managing a Current Employee with a Disability = 16 minutes
Interactive Process = 8 minutes
Leave as a Reasonable Accommodation = 17 minutes
Anti-Retaliation Provisions = 13 minutes
Total Training Time = 67 minutes
You can watch the video segments on your own schedule, but please be certain you take the test in one sitting in order for the system to save your work.
Disclaimer: The information provided in this training material & quiz is for instructional purposes only and is not intended as legal advice. Times are approximate. As always, should you have any questions about policies and practices, seek the assistance of legal counsel.
Welcome to Session B: Americans with Disabilites Act (ADA) Training for Managers and Supervisors.
This training consists of several video segments. There are test questions after the last segment. A certificate of completion is awarded after 80% of the test questions are answered correctly. You may attempt the training 4 times, or will need to wait 24 hours to re-take the training.
Agenda:
Interviewing and Hiring = 13 minutes
Managing a Current Employee with a Disability = 16 minutes
Interactive Process = 8 minutes
Leave as a Reasonable Accommodation = 17 minutes
Anti-Retaliation Provisions = 13 minutes
Total Training Time = 67 minutes
You can watch the video segments on your own schedule, but please be certain you take the test in one sitting in order for the system to save your work.
Disclaimer: The information provided in this training material & quiz is for instructional purposes only and is not intended as legal advice. Times are approximate. As always, should you have any questions about policies and practices, seek the assistance of legal counsel.
The Americans with Disabilities Act does not interfere with your right to hire the best qualified applicant.
True
False
Interviewers should keep their questions consistent and job related.
True
False
Interviewers should not ask about an applicant's receipt of workers' compensation benefits or history of job-related injuries.
True
False
In all cases we are required to hire the disabled applicant over other applicants.
True
False
Any medical records relating to ADA or FMLA should be kept confidential and only accessed by designated personnel.
True
False
Marginal fun
True
False
The ADA does not require written job descriptions, but a well-drafted job description is very important for many reasons.
True
False
The “interactive process” is best done with the manager to determine the best accommodation.
True
False
The ADA’s requirement is for employers to make reasonable accommodations unless the accommodation would cause an “undue hardship” meaning the accommodation would be too difficult for the employee to perform.
True
False
The intent of the ADA is to protect people from discrimination due to their disability, not to give them unfair advantage because of their disability.
True
False
The interactive process requires the employer to participate in an extensive back-and-forth discussion to determine a reasonable accommodation.
True
False
Supervisors and managers are free to share medical information about the employee that they obtain in the interactive process.
True
False
The interactive process is usually completed in one meeting with the supervisor and the employee.
True
False
Employers should treat requests for leave for reasons related to a disability the same as an employee who requests leave for reasons unrelated to a disability.
True
False
Employers are not entitled to have policies that require a doctor's note or other documentation to substantiate the need for any employee leave request.
True
False
Reasonable accommodation does not require an employer to provide paid leave beyond what it provides as part of its paid leave policy.
True
False
An employer may not penalize an employee for using leave as a reasonable accommodation.
True
False
An employer that has granted leave with a fixed return date may not ask the employee to provide periodic updates, although it may reach out to an employee on extended leave to check on the employee's progress.
True
False
Retaliation occurs when an employer takes a materially adverse action because an applicant or employee asserts rights protected by the EEO laws.
True
False
Participation in the EEO process is not protected and the employer may impose consequences on an employee for participating in an EEO matter.
True
False
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