Kid superhero 1 - smallADAAA is a frequent (and fascinating!) topic in the Reed Group blog. Our compliance team follows current court cases to provide our readers with the expert’s take on ADA law interpretation in Federal and State courts. We’re fairly sure our blog readers hang on every word, so we thought we’d give you a chance to test your skill set with ten case study questions – the answers will be provided tomorrow.

1.  We have a “no pets” policy at my workplace. This means we are exempt from hiring or accommodating disabled persons who use service animals.

☐ True                ☐ False

2.  Accommodations are generally expensive.

☐ True                 ☐ False

3.  If a qualified person with a disability applies for a job, I have to hire them, otherwise they can sue me under ADA.

☐ True                 ☐ False

4.  Since my company only has 10 employees, the ADA does not apply to me.

☐ True                 ☐ False

5.  I have an employee who is epileptic. She occasionally runs work-related errands and is allowed to take a taxi because of her condition. Other employees have been complaining that she is receiving special treatment. It’s okay for the supervisor to tell them that she is allowed to take a taxi as a disability accommodation, as long as he doesn’t share any medical information or tell them what the disability is.

☐ True                 ☐ False

6.  My company prohibits employees from eating at their desks. An employee who is diabetic has asked to be exempted from this rule because she needs to eat more frequently. I can ask her to use the breakroom and/or provide more frequent breaks, instead of allowing her to eat at her desk.

☐ True                 ☐ False

7.  I have a qualified applicant who disclosed that his wife is severely disabled from a recent car accident. I’m concerned that he will take too much time off to care for her. It’s okay for me not to hire him because he isn’t the one who is disabled, and therefore not protected under ADA.

☐ True                 ☐ False

8.  My company has a policy that requires anyone who requests a disability accommodation to submit documentation regarding the disability and need for accommodation. The policy is legal and fair because it is applied equally to all employees who request accommodations.

☐ True                 ☐ False

9.  We have a zero-tolerance drug policy at our workplace, and due to the nature of our business we require random, periodic drug tests for all employees. It is okay to terminate an employee who has tested positive for marijuana, even though his doctor has prescribed its use for a chronic disability.

☐ True                 ☐ False

10.  At my company, we offer consideration for fast track promotions to employees with perfect attendance. One of our employees filed a complaint under ADA because she was denied access to these opportunities, due to the fact that she is currently receiving chemotherapy and working intermittently as an accommodation. Since her attendance is intermittent, she doesn’t meet the qualification for the fast-track promotion benefit.

☐ True                 ☐ False

Log in tomorrow and check your score! If you’re interested in reading more about ADAAA, take a look at our Whitepaper “When Must an Employer Provide Leave as an ADA Reasonable Accommodation?” As always, if you have questions about leave and disability administration services or software, please don’t hesitate to contact us at 800-347-7443.