All fields are required unless marked optional.

1. True or false: The definition of disability under the ADA can include someone with a record of a previous impairment or regarded as having an impairment.

2. True or false: The purpose of granting an accommodation is to enable the employee to perform all the essential functions of their job.

3. True or false: The ADA process to request an accommodation should be clearly outlined in your HR policies.

4. True or false: An impairment only needs to substantially limit one major life activity to be considered a disability.

5. True or false: When there are several qualified applicants, the one with a disability must be given priority.

6. True or false: Employers must engage in an interactive accommodation process with employees with known disabilities even if they know an accommodation isn’t possible.

7. True or false: During the employee’s return-to-work confirmation call, she states, “I’m not sure I’m feeling up to returning to work just yet. I still have periods where I feel really sick.” This should trigger the interactive process.

8. True or false: An employer can offer an alternative accommodation instead of the one requested.

9. True or false: An ADA request requires a Family Medical Leave Act (FMLA) leave to be open.

10. True or false: An employer’s HR policy can state that an employee will be terminated once job protected leave is exhausted.

All information is from the 2021 Guardian Absence Management Activity Index & Study. GUARDIAN® is a registered trademark of The Guardian Life Insurance Company of America® ©Copyright 2024 The Guardian Life Insurance Company of America.