Exam 9: Reasonably Accommodating Disability and Religion

The "reasonable accommodation" standard is the same for both disability and religion.

As the Assistant Human Resources Manager, you have access to the employment files of all of the employees, including management. You have inadvertently learned that the Vice President of Sales has tested positive for the HIV virus. You know that he is married, but doubt that he's told his wife. What should you do? ​

In order to take advantage of the religious organization exemption, the religious organization must prove a BFOQ based on religion.

Under Title VII, the concept of "religion" is:

A clerical employee who has a special gift for languages is also disabled, and in a wheelchair. You have previously made his work area accessible, but he is now asking for a special accommodation - that you create a position for him in which he can use his language skills in translations, and not in clerical work. Which of the following statements is true?

As the new Human Resources Manager for Artists' Tools main office, you are still getting to know your employees.  One in particular has come to your attention, because she always seems to be in a state of either euphoria or sleepiness. Co-workers report to you that they have found her in the ladies room sniffing a white powder, and you conclude that she is probably using cocaine. After considering the matter, you decide that your best course of action would be:

Why is each of the following good legal advice? a. Employers must reasonably accommodate qualified disabled persons unless doing so would impose undue hardship. b. It is critical that employers engage in an interactive process with their disabled employees. c. Accommodations cannot be dismissed as too costly without considering the availability of external funding and offering disabled employees the opportunity to pay for the portion of the cost that would create undue hardship. d. Workplace policies should be made as flexible and religiously neutral as possible. e. Employers should attempt to accommodate religious advocacy by providing forums for such communication that allow other employees to choose whether they wish to listen.

The Americans with Disabilities Act (ADA):

An employee is not disabled under the ADA if:

Regarding a perceived disability, it is correct to say that:

Regarding an employer's obligation to accommodate disability and religion, it can be said that: ​

Which of the following would usually be considered a reasonable accommodation of disability?

The basic criteria for identifying the essential functions of a position are all of these EXCEPT:

Under the ADA, it is important that job descriptions:

Title VII's religious organization exemption:

Which of the following laws applies to federal employees? ​

You've been attending the same Presbyterian Church for the last 11 years, and the Pastor has asked you to serve as Church Secretary and manage the office. One of your tasks will be to put together the bulletin for services each Sunday, but you'd also like to create a website for the church. When you tell the Pastor, he thinks it's a wonderful idea, and sets aside some money to pay for the creation of the church's website. After a diligent search for qualified candidates, you've come up with two. The only trouble is that the best candidate is not Presbyterian, but Anglican. Can you hire her?

In responding to requests for reasonable accommodation, employers should NOT:

In order to be a "qualified individual with a disability," a disabled person must:

The specific actions that constitute "reasonable accommodations" for disability are set forth in the Americans with Disabilities Act.