Employers must make accommodations for employees with disabilities under the ADA.

Employees that qualify under the Americans with Disabilities Act (ADA) of 1990 must be provided with what by their employer?12-month medical leaveEmployment guaranteesReasonable accommodationAdditional pay and benefits

1.Question 1What does the Americans with Disabilities Act (ADA) require employers to do?1 pointExclude employees with disabilities from workplace policiesReserve specific roles for employees with disabilitiesAccommodate employees with disabilities by making reasonable accommodations in the workplace Consider fewer employees with disabilities for open roles2.Question 2An employer treats an employee unfairly based on their sexual orientation. What occurs in this case? 1 pointDisparate treatment Equal treatmentMerit-based treatment Favoritism3.Question 3How does an availability analysis enable HR teams to determine if discrimination occurs in the workplace? 1 pointAvailability analyses assess the number of promotions based on employee performanceAvailability analyses examine how many individuals from protected classes qualify, have the necessary skills, and live in the areas to qualify for employment Availability analyses examine the health and wellness of employees from protected classes in a given organization Availability analyses assess attendance records of protected classes against the rest of the workforce to determine eligibility for promotion 4.Question 4What risks might an organization experience due to a lack of diversity? 1 pointThe organization may face reputational damage due to the perception it is closed-mindedPerceived differences may lead to discomfort, and the majority excluding underrepresented groupsInnovation and creativity may suffer as diverse perspectives and ideas must be adequately representedEmployees may experience reduced job satisfaction and engagement, decreasing productivity 5.Question 5An organization commits to affirmative action initiatives to promote diversity and inclusion in the workplace. Which of the following initiatives may help them achieve their goal? 1 pointProvide training and development opportunities to all employees Actively recruit individuals from underrepresented groupsCreate separate departments for employees from underrepresented groupsImplement a quota system for hiring employees 6.Question 6Which of the following is an example of affirmative action steps? 1 pointCommunicating open roles to underrepresented groupsOffering preferential treatment based on an individual's gender or religious beliefsPromoting individuals solely based on their protected class statusSetting hiring quotas based on race or ethnicity7.Question 7What license grants the inventor the exclusive right to use or sell an invention for a set amount of time?1 pointTrademarkCopyright Public domain Patent 8.Question 8What activities does the Taft-Hartley Act define as unfair labor practices? 1 pointEmployees striking for better working conditionsEmployers sharing information about unions with employeesUnions asking employers to promote unionizing Unions forcing employees to join a union 9.Question 9What are the four main types of unions? 1 pointLocal, national, independent, and internationalTrade, independent, local, and international Professional, craft, trade, and industrialLocal, national, federation, and international10.Question 10What is the role of the Fair Labor Standards Act (FLSA)?1 pointIt regulates workplace safety standards and proceduresIt manages employee healthcare benefits and requires all employers to offer medical subsidiesIt sets basic minimum wage and overtime pay standards for nonexempt employees and regulates the employment of minors It outlines the rules regarding equal pay for all employees regardless of job responsibilities

The Americans with Disabilities Act (ADA) prohibits discrimination of people aged 18 and over who are disabled.TrueFalse

What legislation prohibits discrimination against the disabled and requires organizations to provide reasonable accommodation for an individual's disabilities?Multiple choice question.Americans with Disabilities Act (ADA)Age Discrimination in Employment Act (ADEA)Title VII of Civil Rights ActFair Employment Act

Disability is a complicated subject that is constantly evolving. There are many different types of disability, both visible and invisible. In addition, there are many different types of social barriers for the disabled population, especially in the workplace. Because of these barriers, disabled people are disproportionately unemployed and companies are losing out on a valuable demographic of people. In order for employers to reap the full benefits of employing people with disabilities, it is important that they understand how to be inclusive and accommodating of all people, regardless of ability. Many people may not be inclined to share with their employer that they have a disability, which is why it is important for employers to make their workplace as accommodating as possible without a specific request. Our research suggests that there are many reasons why a person may not want to share their disability with their employer, including on the intraindividual, interpersonal, organisational and societal levels. The intraindividual level has to do with the individual’s personal understanding, or lack thereof, their disability. The interpersonal level is related to how a disabled individual has been and is treated by others. It is on this level that the difference between people with visible disabilities and those with invisible disabilities may have differing experiences and strategies for identifying in the workplace. The organisational level is about how the overall company culture approaches disability. And finally, the societal level is how disability is viewed by society as a whole (Santuzzi, 2016). Employers can influence both the organisational level and the interpersonal level, by creating an accommodating and inclusive company culture. By creating a place in which employees can advocate for their needs, ask for help, and openly discuss any issues, employers will be creating an environment in which a disabled person is not persecuted or ridiculed for needing an accommodation.We also researched how employers feel about the employment of disabled people. Our research shows that employers have misguided conceptions of disability in general. As a result there is a lack of knowledge on the disabled employees’ needs and how to accommodate someone with a disability (Vornholt et al., 2017). In addition, employers seem to have a skewed idea about the cost of employing a person with a disability. For example, they may not realise that costs for accommodations, such as specialised equipment or workplace modification are often one-time things (Graffam et al., 2002). Additionally, employers may not need to pay for such accommodations if they utilise JobAccess and its resources. Short learning videos can be an effective way to help employers have a better understanding of what disability is, as well as how they can accommodate their employees’ needs. However, there is the issue of how to keep viewers engaged. We researched both video length and interactivity in order to maximise engagement. Videos that are under two minutes receive the most engagement, and each minute over two has a drop off of engagement until the video length reaches six minutes. Between six and twelve minutes there is a steady level of engagement, and after twelve minutes the engagement levels begin to drop more, as seen in the table below (Fisherman, 2016). According to a study by Rachel Ellis and Mark Childs (2006), trainees from SMEs concluded that interactivity is an important part of the effectiveness of a video training model. Interactivity encourages viewers to pay attention to the information and then act on what they have learned. In addition, interactive media allows the participant to adapt the information to adhere to their cognitive needs. These adaptations can include pausing, replaying, slowing down, or speeding up the video. As a result the participants are able to ingest the information in a way that works best for them, leading to more efficient means of understanding (Schwan & Riempp, 2004).