i2i 2024 - Session A: ADA Awareness Training (All Staff)

This is Session A:  Americans with Disabilites Act (ADA) Certification Training for Staff members. Be certain you have a full hour to complete the training in one sitting. 
 
Agenda
 
Video Segment 1  = 30 minutes
Your Rights under the ADA = 5 minutes
How to Request an Accommodation =  5 minutes
ADA Resources = 5 minutes
Case Examples = 10 minutes
Quiz  = 5 minutes
Total time = 60 minutes 
 
Disclaimer: The information provided in this training material & quiz is for instructional purposes only and is not intended as legal advice. As always, should you have any questions about policies and practices, seek the assistance of legal counsel.
 
This is Session A:  Americans with Disabilites Act (ADA) Certification Training for Staff members. Be certain you have a full hour to complete the training in one sitting. 
 
Agenda
 
Video Segment 1  = 30 minutes
Your Rights under the ADA = 5 minutes
How to Request an Accommodation =  5 minutes
ADA Resources = 5 minutes
Case Examples = 10 minutes
Quiz  = 5 minutes
Total time = 60 minutes 
 
Disclaimer: The information provided in this training material & quiz is for instructional purposes only and is not intended as legal advice. As always, should you have any questions about policies and practices, seek the assistance of legal counsel.
 

Your Rights Under the Americans with Disabilities Act

This section provides certain information relating to your rights in the workplace under ADA. The text was provided by the US Equal Employment Opportunity Commission. 

Read the sections and if you have any questions regarding your own disability or need for a reasonable accommodation, contact your HR representative.  

Input your answers to the specific examples to ensure you have understood the information in this training.  The case examples will not be included in the test score. 

Your Rights Under the Americans with Disabilities Act

This section provides certain information relating to your rights in the workplace under ADA. The text was provided by the US Equal Employment Opportunity Commission. 

Read the sections and if you have any questions regarding your own disability or need for a reasonable accommodation, contact your HR representative.  

Input your answers to the specific examples to ensure you have understood the information in this training.  The case examples will not be included in the test score. 

Are You Protected by The ADA?

If you have a disability and are qualified to do a job, the ADA protects you from job discrimination on the basis of your disability. Under the ADA, you have a disability if you have a physical or mental impairment that substantially limits a major life activity. The ADA also protects you if you have a history of such a disability, or if an employer believes that you have such a disability, even if you don't.

To be protected under the ADA, you must have, have a record of, or be regarded as having a substantial, as opposed to a minor, impairment. A substantial impairment is one that significantly limits or restricts a major life activity such as hearing, seeing, speaking, walking, breathing, performing manual tasks, caring for oneself, learning or working.

If you have a disability, you must also be qualified to perform the essential functions or duties of a job, with or without reasonable accommodation, in order to be protected from job discrimination by the ADA. This means two things. First, you must satisfy the employer's requirements for the job, such as education, employment experience, skills or licenses. Second, you must be able to perform the essential functions of the job with or without reasonable accommodation. Essential functions are the fundamental job duties that you must be able to perform on your own or with the help of a reasonable accommodation. An employer cannot refuse to hire you because your disability prevents you from performing duties that are not essential to the job.

Are You Protected by The ADA?

If you have a disability and are qualified to do a job, the ADA protects you from job discrimination on the basis of your disability. Under the ADA, you have a disability if you have a physical or mental impairment that substantially limits a major life activity. The ADA also protects you if you have a history of such a disability, or if an employer believes that you have such a disability, even if you don't.

To be protected under the ADA, you must have, have a record of, or be regarded as having a substantial, as opposed to a minor, impairment. A substantial impairment is one that significantly limits or restricts a major life activity such as hearing, seeing, speaking, walking, breathing, performing manual tasks, caring for oneself, learning or working.

If you have a disability, you must also be qualified to perform the essential functions or duties of a job, with or without reasonable accommodation, in order to be protected from job discrimination by the ADA. This means two things. First, you must satisfy the employer's requirements for the job, such as education, employment experience, skills or licenses. Second, you must be able to perform the essential functions of the job with or without reasonable accommodation. Essential functions are the fundamental job duties that you must be able to perform on your own or with the help of a reasonable accommodation. An employer cannot refuse to hire you because your disability prevents you from performing duties that are not essential to the job.

What Do I Do If I Think That I'm Being Discriminated Against?

If you think you have been discriminated against in employment on the basis of disability, you should contact the U.S. Equal Employment Opportunity Commission. A charge of discrimination generally must be filed within 180 days of the alleged discrimination. You may have up to 300 days to file a charge if there is a State or local law that provides relief for discrimination on the basis of disability. However, to protect your rights, it is best to contact EEOC promptly if discrimination is suspected.

You may file a charge of discrimination on the basis of disability by contacting any EEOC field office, located in cities throughout the United States. If you have been discriminated against, you are entitled to a remedy that will place you in the position you would have been in if the discrimination had never occurred. You may be entitled to hiring, promotion, reinstatement, back pay, or reasonable accommodation, including reassignment. You may also be entitled to attorneys fees.

While the EEOC can only process ADA charges based on actions , you may already be protected by State or local laws or by other current federal laws. EEOC field offices can refer you to the agencies that enforce those laws.

(Note: the act must have occurred on or after July 26, 1992, the effective date of the law.)

What Do I Do If I Think That I'm Being Discriminated Against?

If you think you have been discriminated against in employment on the basis of disability, you should contact the U.S. Equal Employment Opportunity Commission. A charge of discrimination generally must be filed within 180 days of the alleged discrimination. You may have up to 300 days to file a charge if there is a State or local law that provides relief for discrimination on the basis of disability. However, to protect your rights, it is best to contact EEOC promptly if discrimination is suspected.

You may file a charge of discrimination on the basis of disability by contacting any EEOC field office, located in cities throughout the United States. If you have been discriminated against, you are entitled to a remedy that will place you in the position you would have been in if the discrimination had never occurred. You may be entitled to hiring, promotion, reinstatement, back pay, or reasonable accommodation, including reassignment. You may also be entitled to attorneys fees.

While the EEOC can only process ADA charges based on actions , you may already be protected by State or local laws or by other current federal laws. EEOC field offices can refer you to the agencies that enforce those laws.

(Note: the act must have occurred on or after July 26, 1992, the effective date of the law.)

Should I tell my employer that I have a disability?
 
If you think you will need a reasonable accommodation in order to participate in the application process or to perform essential job functions, you should inform the employer that an accommodation will be needed. Employers are required to provide reasonable accommodation only for the physical or mental limitations of a qualified individual with a disability of which they are aware. Generally, it is the responsibility of the employee to inform the employer that an accommodation is needed.
Should I tell my employer that I have a disability?
 
If you think you will need a reasonable accommodation in order to participate in the application process or to perform essential job functions, you should inform the employer that an accommodation will be needed. Employers are required to provide reasonable accommodation only for the physical or mental limitations of a qualified individual with a disability of which they are aware. Generally, it is the responsibility of the employee to inform the employer that an accommodation is needed.
Q:  Do I have to pay for a needed reasonable accommodation?
 
Yes
No
Q:  Does an employer have to pay for a needed reasonable accommodation?
 
No. The ADA requires that the employer provide the accommodation unless to do so would impose an undue hardship on the operation of the employer's business. If the cost of providing the needed accommodation would be an undue hardship, the employee must be given the choice of providing the accommodation or paying for the portion of the accommodation that causes the undue hardship.
Q:  Does an employer have to pay for a needed reasonable accommodation?
 
No. The ADA requires that the employer provide the accommodation unless to do so would impose an undue hardship on the operation of the employer's business. If the cost of providing the needed accommodation would be an undue hardship, the employee must be given the choice of providing the accommodation or paying for the portion of the accommodation that causes the undue hardship.
Q. I think I was discriminated against because my wife is disabled. Can I file a charge with the EEOC?
 
 
Yes
No
Q. I think I was discriminated against because my wife is disabled. Can I file a charge with the EEOC?
 
A. Yes. The ADA makes it unlawful to discriminate against an individual, whether disabled or not, because of a relationship or association with an individual with a known disability.
 
Q. I think I was discriminated against because my wife is disabled. Can I file a charge with the EEOC?
 
A. Yes. The ADA makes it unlawful to discriminate against an individual, whether disabled or not, because of a relationship or association with an individual with a known disability.
 
Q. If the health insurance offered by my employer does not cover all of the medical expenses related to my disability, does the company have to obtain additional coverage for me?
 
 
Yes
No
Q. If the health insurance offered by my employer does not cover all of the medical expenses related to my disability, does the company have to obtain additional coverage for me?
 
A. No. The ADA only requires that an employer provide employees with disabilities equal access to whatever health insurance coverage is offered to other employees.
 
Q. If the health insurance offered by my employer does not cover all of the medical expenses related to my disability, does the company have to obtain additional coverage for me?
 
A. No. The ADA only requires that an employer provide employees with disabilities equal access to whatever health insurance coverage is offered to other employees.
 
Q. Can an employer lower my salary or pay me less than other employees doing the same job because I need a reasonable accommodation?
 
Yes
No
Q. Can an employer lower my salary or pay me less than other employees doing the same job because I need a reasonable accommodation?
 
A. No. An employer cannot make up the cost of providing a reasonable accommodation by lowering your salary or paying you less than other employees in similar positions.
 
Q. Can an employer lower my salary or pay me less than other employees doing the same job because I need a reasonable accommodation?
 
A. No. An employer cannot make up the cost of providing a reasonable accommodation by lowering your salary or paying you less than other employees in similar positions.
 
For more specific information about ADA requirements affecting employment contact:
Equal Employment Opportunity Commission
P.O. Box 7033
Lawrence, Kansas 66044
(800) 669-4000 (Voice), (800) 669-6820 (TDD)
For more specific information about ADA requirements affecting employment contact:
Equal Employment Opportunity Commission
P.O. Box 7033
Lawrence, Kansas 66044
(800) 669-4000 (Voice), (800) 669-6820 (TDD)
ADA Test Questions
 
Please answer the following 10 true/false questions to confirm your understanding of the Americans with Disabilities Act. You need to get 8 right anwers (80%) to pass. You can take the test 4 times; otherwise, you will need to wait 24 hours to re-take the training.  
 
ADA Test Questions
 
Please answer the following 10 true/false questions to confirm your understanding of the Americans with Disabilities Act. You need to get 8 right anwers (80%) to pass. You can take the test 4 times; otherwise, you will need to wait 24 hours to re-take the training.  
 
The Americans with Disabilities Act was first passed in 1964. 
True
False
There are 14 titles of the ADA.
True
False
Only public sector employers need to comply with the provisions of the ADA.
True
False
Title I of the ADA addresses employment.
True
False
A disability refers only to a physical impairment.
True
False
The ADA is enforced by the EEOC, the Equal Employment Opportunity Commission, which is the federal agency that governs anti-discrimination laws.
True
False
A person who uses illegal drugs is not protected by the ADA unless they have gone through a rehabilitation process.
True
False
An accommodation could be assistive devices, a change in schedule, or other modification in the workplace.
True
False
Treat disabled persons respectfully and avoid terms like wheelchair bound or handicapped.
True
False
Essential functions are those functions that the disabled person cannot perform.
True
False
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