GACE EXAM Flashcards
What is the purpose of the ADA?
The purpose of the Americans with Disabilities Act (ADA) of 1990 is to protect individuals with disabilities from discrimination and to ensure they have the same rights and opportunities as everyone else. The ADA prohibits discrimination in key areas of public life, including:
1. Employment: Ensures that qualified individuals with disabilities are not discriminated against in job hiring, promotion, or retention, and that reasonable accommodations are provided. 2. Public Services: Requires state and local governments to provide equal access to services and programs for individuals with disabilities. 3. Public Accommodations: Mandates businesses and organizations to make their facilities accessible and usable by people with disabilities. 4. Telecommunications: Ensures that communication services, like telephone and internet, are accessible to individuals with hearing or speech impairments.
The ADA’s goal is to eliminate barriers, promote inclusion, and provide equal opportunities
The ADA guarantees equal opportunity for individuals with disabilities in:
employment (Title I),
public services (Title II),
public accommodations (Title III),
telecommunications (Title IV),
and other miscellaneous provisions (Title V).
Describe in detail Title I to Title V of the ADA of 1990 (IDEA)
The Americans with Disabilities Act (ADA) of 1990 is divided into five major titles, each addressing different aspects of civil rights protections for individuals with disabilities. Here’s a detailed breakdown of each title:
Title I: Employment
Title I prohibits employment discrimination against qualified individuals with disabilities. It applies to employers with 15 or more employees and covers all aspects of employment, including recruitment, hiring, training, promotions, pay, and other job conditions.
Employers must provide reasonable accommodations for employees with disabilities, as long as doing so does not cause undue hardship (significant difficulty or expense) to the business. Accommodations could include:
• Modifying work schedules • Restructuring jobs • Providing assistive devices or interpreters • Making existing facilities accessible
To qualify for protection under Title I, an individual must have a disability as defined by the ADA, be qualified for the job, and be able to perform essential job functions, with or without reasonable accommodations.
Title II: Public Services (State and Local Government)
Title II ensures that individuals with disabilities have equal access to public services, programs, and activities provided by state and local governments. This title covers:
• Public transportation (like buses, trains, and other transit systems) • Government facilities (like schools, courts,
The ADA’s primary purpose is to:
1. Prohibit discrimination against qualified individuals with disabilities in all areas of public life, including jobs, schools, and transportation. 2. Ensure equal opportunities in employment, public accommodations, public services, and telecommunications. 3. Promote accessibility by requiring businesses and public services to make reasonable accommodations for people with disabilities, such as physical access to buildings or modifications to job functions.
The ADA is divided into five titles:
• Title I: Employment – Prohibits employers from discriminating against qualified individuals with disabilities and requires reasonable accommodations in the workplace. • Title II: Public Services – Ensures that public services (including state and local governments) are accessible to individuals with disabilities. • Title III: Public Accommodations – Requires businesses and nonprofit service providers to provide access to goods and services for people with disabilities. • Title IV: Telecommunications – Mandates accessible communication systems for individuals with hearing or speech impairments. • Title V: Miscellaneous Provisions – Contains various provisions, including those relating to insurance, construction, and attorney’s fees.
This legislation was a milestone in improving accessibility and protecting the civil rights of individuals with disabilities.
Cited Sources:
• U.S. Department of Justice: ADA.gov • Equal Employment Opportunity Commission: EEOC.gov
How is disability defined under the ada ?
(ADA) of 1990, disability is defined broadly to ensure comprehensive protection. According to the ADA, a person has a disability if they meet any of the following three criteria:
1. A physical or mental impairment that substantially limits one or more major life activities: • This includes conditions or impairments that affect major bodily functions (such as neurological, respiratory, or circulatory systems) or other essential activities like walking, talking, seeing, hearing, learning, working, etc. • Examples: conditions like blindness, deafness, paralysis, epilepsy, diabetes, HIV infection, and mental health conditions like depression or PTSD. 2. A record of such an impairment: • This protects individuals who may have had a disability in the past, even if they do not currently have one. It recognizes that individuals with a history of a disabling condition may still face discrimination based on that history. • Example: Someone who has recovered from cancer but faces discrimination because of their medical history. 3. Being regarded as having such an impairment: • This provision covers individuals who may not actually have a disability but are treated or perceived by others as having one, whether or not the impairment is real or significant. • Example: An employee with a visible scar or someone perceived to have a mental illness but does not actually have one.
The ADA’s definition of disability is intentionally broad to ensure that people facing various forms of discrimination due to physical or mental impairments are covered. Importantly, the ADA does not require individuals to prove a specific condition or diagnosis; rather, the focus is on whether the condition substantially limits their ability to perform major life activities.
What is meant by essential functions of a job?
Essential functions of a job refer to the fundamental duties and responsibilities that are critical to the position. These are tasks that an employee must be able to perform, with or without reasonable accommodation. Essential functions are distinct from “marginal” or “non-essential” tasks, which are not central to the job and may be performed occasionally.
The term essential functions of a job refers to the fundamental duties and tasks that are necessary for a particular position. These are the core responsibilities that an employee must be able to perform, with or without reasonable accommodations. Essential functions are central to why a job exists, as opposed to marginal or non-essential duties that might be performed occasionally or can be reassigned to others.
Key factors that determine whether a job function is essential:
1. The reason the position exists: A task is essential if the job would not exist without it. For example, lifting heavy items is an essential function of a delivery driver’s job, as it is a key reason for the
Key factors in determining essential functions include:
• The reason the job exists (the primary purpose of the role). • The number of employees available to perform the function or among whom the function can be distributed. • The degree of expertise or skill required to perform the function.
This distinction helps clarify the core requirements of a job for candidates and employees.
Helps assess if individuals with disabilities are qualified and if accommodations are possible.
Key factors:
The primary purpose of the role.
Number of employees available to perform the task.
Expertise or skill required for the task.
Describe and define work accommodations under the ADA of 1990.
Work accommodations under the Americans with Disabilities Act (ADA) of 1990 refer to modifications or adjustments made to a job, the work environment, or the way things are usually done to enable a qualified individual with a disability to perform essential job functions or enjoy equal employment opportunities. These accommodations must be “reasonable,” meaning they should not impose an undue hardship on the employer in terms of significant difficulty or expense.
Types of Work Accommodations:
1. Modifications to the Work Environment: • Adjusting the physical workspace to make it accessible for employees with disabilities. This could involve: • Installing ramps or elevators. • Widening doorways. • Adjusting the height of desks or counters. • Rearranging office furniture to allow mobility aids like wheelchairs. 2. Modifications to Job Duties: • Restructuring the job by reassigning non-essential tasks or reallocating certain duties to others. • Example: If a worker cannot perform a marginal task (e.g., lifting heavy objects), another worker may take over that task while the disabled employee focuses on other essential duties. 3. Modified Work Schedules: • Changing an employee’s work hours to accommodate a disability. This might involve: • Flexible work hours to allow for medical appointments. • Providing part-time schedules or shift changes to address fatigue or medical treatments. 4. Assistive Technology and Equipment: • Providing or modifying equipment and
What is the purpose of Rehabilitation Act of 1973?
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Describe in detail Sections 501, 502, 503, and 504 of the 1973 Rehabilitation Act.
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How is disability defined under the Rehabilitation Act?
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Why is the Rehabilitation Act consider as civil rights legislation
for people with disabilities?
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Review the Certified Rehabilitation Counselor Ethical Standards
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What is the overall purpose of the CRC Ethical Standards?
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What are the major areas covered by the CRC Ethical standards?
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Review the role and function of rehabilitation counselors in state/federal vocational rehabilitation programs (MDRS)
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Describe in detail the tasks performed by rehabilitation counselors in the state/federal vocational rehabilitation programs.
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What competencies are needed to perform as a rehabilitation? counselor in the state/federal vocational rehabilitation
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Review the role and function of rehabilitation counselors in Private-for-profit vocational rehabilitation.
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