Test your ADA Knowledge Answer Sheet

Test your ADA Knowledge
Answer Sheet

  1. The five titles, or sections, of the ADA are:

    I. Employment
    II. Public Services
    III. Public Accommodations
    IV. Telecommunications
    V. Miscellaneous

  2. Who is covered by the ADA? A. People with physical disabilities (i.e. deaf, blind, wheelchair user, etc.). B. People who are perceived by the employer (or others) as having a disability. C. People with any type of disability (physical, psychological, recovering addict, HIV/AIDS).
    D. A & B
    E. B & C


    E. B & C- All people with disabilities, including those "perceived" as having a disability.

    For example, if someone has severe facial scaring due to a burn, the scar does not impose any functional limitations, but may hamper the person's employment opportunities. The person is perceived by others as having a disability.

  3. Name Four examples of accommodations or auxiliary aids:

  4. Yes or No: At pre-employment offer stage, an employer may give a medical examination to an applicant with a disability?

    Yes: Pre-employment physicals are legal if they are required of all new hires.

  5. "Essential Job Functions" means:

    A. Everything you must do on the job.
    B. The job tasks that can only be done by someone in that position.
    C. The tasks that are repeated most during the day on the job.
    D. None of the above.

    B. The job tasks that can only be done by someone in that position.

  6. True or False: Under the ADA, an employer is required to give preference to a qualified applicant with a disability over other applicants.

    False: The ADA says that employers have to hire the best qualified candidate, regardless of whether or not that person has a disability.

  7. What are &qoutreasonable accommodations?":
    A. Making the facilities accessible to someone with a disability.
    B. Modifying work schedules.
    C. Acquiring or modifying equipment.
    D. Providing qualified readers or interpreters.
    E. Appropriately modifying examinations, training, or other programs.
    F. All of the above.


    F. All of the above.

  8. Yes or No: Is it legal for employers to test for illegal drugs under the ADA?

    Yes: It's permissible for employers to test for illegal drugs, provided it is required of all employees and does not specifically target the employee with a disability.

  9. True or False: During the post-offer of employment stage, employers cannot ask if the applicant has had a work related injury.

    False: During the &qoutpost-offer of conditional employment&qout stage the employer can ask if the applicant has had a work-related injury.

  10. True or False: Seventy-five percent of job accommodations which cost money are less than $500.00.

    True: Most accommodations are no-cost or very low cost.

    Flex-time, modifications in work schedules, assignments, and management style rather that ³special equipment²

    32% No Cost
    23% $1 and $50
    20% $51 and $500
    16% $501 and $1000
    8% $1001 and $5000
    1% More than $5000

  11. When an employer or public accommodation can not provide an accommodation due to an &qoutundue hardship,&qout that means:
    A. It is too hard for the company to find the equipment.
    B. The accommodation will cause a significant difficulty or expense to the company. C. It is determined that the accommodation is not actually needed.
    D. None of the above.

    B. The accommodation will cause a significant difficulty or expense to the company.

  12. True or False: An employer who offers a pre-employment test to applicants must provide auxiliary aids for persons with impaired, manual or speaking skills (such as braille, large print, or taped examination).

    True: Employers must provide reasonable accommodations to applicants with known disabilities, unless it poses an undue hardship to the employer.

  13. True or False: During the interview, employers can ask how the person will do the job, but they can not ask about their disability.

    True: Employers may not make direct inquires about the disability. They can only state the job requirements and ask the person how they will do them. Employers may ask for a demonstration. They must provide accommodation for the demonstration if requested.

  14. True or False: If an employee discloses his or her disability and asks for an accommodation, the employer has to give the employee exactly 'what he or she requested.

    False: The employer may provide a less expensive alternative accommodation that meets the same need.

  15. Name Four examples of businesses or places that fall under the Public Accommodations section of the ADA:

    Examples of Public Accommodations:
    hotels, theaters, restaurants, doctors¹ and lawyers' offices, retail stores, banks, museums, parks, libraries, day-care centers, private schools.

  16. True or False: The ADA does not require any accommodation or auxiliary aid to be provided that would result in a fundamental alternation (changes the meaning or focus) on the nature of goods or services provided by a public accommodation.

    True: However, alternative accommodations or modifications need to be explored before a company can claim it would be a "fundamental alteration."

  17. True or False: A person is legally covered by the ADA regardless of whether or not they disclose their disability to their employer.

    False: The disability must be disclosed to be legally covered by the ADA.

  18. True or False: All government entities, federal, state, and local, are covered by the ADA.

    False: State and local governments are covered by the ADA, but the federal government is covered by the Rehabilitation Act of 1973 and the 1978 Amendments.

  19. True or False: The courts may not charge an individual who is deaf for a sign language interpreter in the courtroom.

    True: The cost of accommodation falls onto the employer, public accommodation, or public service entity and not on the person with a disability.

  20. True or False: Companies may impose safety requirements that are necessary for the safe operation of the position if they suspect there may be risks for a person with a disability.

    False: Safety requirements may be imposed only if there is an ACTUAL risk, not an assumed or suspected one. Refusal of services or increased regulations for a person with a disability must be based on objective requirements rather than stereotypes or generalizations about the ability of persons with disabilities to participate in the activity.

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