CESP Exam Dumps - APSE Employment Support Professional Questions and Answers

 A reasonable accommodation is any change to the job, the way the job is done, or the work environment that allows a qualified person with a disability to perform the essential functions of that job and enjoy equal employment opportunities1. Reasonable accommodations are required by the Americans with Disabilities Act (ADA) unless they create an undue hardship or a direct threat2. Among the four options, only B is a reasonable accommodation that does not alter the essential functions of the job or impose an undue burden on the employer. Providing longer time to complete mandatory training is a way of adjusting the methods or presentation of the trainingmaterials to accommodate the employee’s disability3. Option A is not a reasonable accommodation because transportation to and from the workplace is not related to the job itself, but rather to the living conditions or mobility of the employee4. Option C is not a reasonable accommodation because assistance from another employee to complete essential functions implies that the employee cannot perform the job on their own, which would make them unqualified for the position5. Option D is not a reasonable accommodation because omitting typing for a data entry position would eliminate an essential function of the job, which would fundamentally alter the nature of the position6. References:

• Reasonable Accommodations in the Workplace
• Your Employment Rights as an Individual with a Disability
• Your Right to Reasonable Accommodation at the workplace
• Reasonable Accommodations - U.S. Office of Personnel Management
• Accommodations | U.S. Department of Labor

The BEST solution to resolve this problem is to request a noise-canceling headset from the employer. This would help the employee to focus on the callers and block out the distracting sounds around her. It would also be a low-cost and reasonable accommodation that the employer could provide. The other options are not as effective or feasible because:

• A. Referring her to vocational rehabilitation would not address the immediate issue of noise in the workplace. It would also imply that she needs to change her career or find a different job, which may not be her preference or goal.
• B. Referring her to occupational therapy for further evaluations would also not address the immediate issue of noise in the workplace. It would also involve additional costs and time for the employee and the employer, and may not result in any useful recommendations or solutions.
• D. Moving her to an office away from her co-workers would not be a low-cost solution, as it would require rearranging the office space and possibly affecting the productivity and morale of other employees. It would also isolate her from her team and reduce her opportunities for social interaction and support. References:
• CESP Candidate Handbook, page 13, Domain 4: Workplace and Related Supports, Task 4.1: Identify and implement accommodations and supports to meet the needs of the individual and employer, Knowledge of 4.1.1: Types of accommodations and supports
• CESP- ASPE Flashcards, card 67, Reasonable Accommodation, Definition: Any change or adjustment to a job or work environment that permits a qualified applicant or employee with a disability to participate in the job application process, to perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities.

 The LEAST appropriate response is to discuss this with him publicly so that his co-workers and manager know that you have addressed the concern. This would violate his right to privacy and dignity, and could also damage his relationships with his colleagues and employer. It could also increase his stress and anxiety, which could worsen his behavior. A better approach would be to speak with him privately and respectfully, and try to understand the reasons behind his rudeness. You could also observe him at work and provide feedback and support as needed. You could also ask the manager how she normally handles discipline with her employees and encourage her to treat him like everyone else, as long as it is fair and consistent. References:

• CESP Candidate Handbook, page 13, Domain 4: Workplace and Related Supports, Task 4.2: Provide ongoing support to the individual and employer to maintain employment, Knowledge of 4.2.1: Strategies for providing feedback and support to the individual and employer
• CESP- ASPE Flashcards, card 66, Job Coaching, Definition: The process of providing on-the-job training and support to individuals with disabilities to help them learn and perform the work and adjust to the work environment.

 The most important activity to prepare Tanya to start work is to spend time on the job site learning about the job duties and preparing a job task analysis and identifying co-workers to help support her. This is because this activity will help you to understand the expectations and requirements of the job, as well as the culture and environment of the workplace. You will also be able to identify the skills and supports that Tanya will need to perform the tasks and interact with others. A job task analysis is a tool that breaks down the job into its essential components and describes the steps, skills, and conditions involved in each task1. Identifying co-workers to help support Tanya is part of the natural supports strategy, which involves using the existing resources and relationships in the workplace to provide ongoing assistance and integration for the employee with a disability2.

References:

• 1: Job Task Analysis: A Guide for Employment Support Professionals1
• 2: Natural Supports: A Guide for Employment Support Professionals2

The work hours are the least likely factor to be causing his current difficulties at work, because he has been working the same hours for two years without any problems. The other factors (A, C, and D) are more likely to affect his performance and alertness, as they can change over time or have an impact on his mental and physical well-being. For example, his medication may have side effects, his sleeping pattern/schedule may be disrupted, or his general health/mental illness may worsen or fluctuate. These factors may require adjustments or accommodations to help him succeed at work. References:

• APSE CESP Practice Exam, Question 1
• CESP Exam Content Outline, Domain 4, Task 4.2
• CESP Handbook, page 12

 According to the CESP Handbook1, the minimum standard for a person to be ready for competitive employment in her own community is the desire to work. This is based on the core value of presumption of employability, which means that every person with a disability can work in the community with the right supports and opportunities1. The other options (B, C, and D) are not minimum standards, but rather skills or resources that can be developed or provided through individualized employment and career planning, community research and job development, and workplace and related supports1. References: 1: Certified Employment Support Professional Handbook, page 10.

Impairment-related work expenses, earned income exclusion, and trial work periods are examples of work incentives, which are special rules that make it possible for people with disabilities receiving Social Security or Supplemental Security Income (SSI) to work and still receive monthly payments and Medicare or Medicaid1. Work incentives are designed to help people with disabilities transition to work while minimizing the risk of losing theirbenefits2. Disclosure terms are the conditions under which a person with a disability chooses toshare information about their disability with others, such as employers or co-workers3. Tax credits are reductions in the amount of tax that a person or business owes to the government, such as the Earned Income Tax Credit (EITC) or the Work Opportunity Tax Credit (WOTC)4. Employer benefits are non-wage compensations provided to employees in addition to their normal wages or salaries, such as health insurance, retirement plans, or paid leave. References: 1: CESP Candidate Handbook, page 9. Download here. 2: Social Security Administration. [Work Incentives]. 3: CESP Candidate Handbook, page 11. Download here. 4: Internal Revenue Service. [Tax Credits]. : U.S. Department of Labor. [Employee Benefits].

 People First Language is a way of communicating respectfully and appropriately with and about people with disabilities. It puts the person before the diagnosis, describing what condition a person “has” rather than asserting what a person “is”. It avoids using labels or adjectives that define or dehumanize someone based on their disability. Forexample, instead of saying “a diabetic”, we can say “a person with diabetes”. This way, we emphasize the person’s individuality, personhood, and dignity, not their disability.

In the given options, only D. He is a person with autism follows the People First Language. It refers to the person first, and then to the condition that he has. The other options use offensive, insensitive, or outdated terms that imply negative stereotypes or limitations. For example, A. He is disabled suggests that the person is defined by his disability, and does not acknowledge his abilities or potential. B. She is brain damaged is a derogatory and inaccurate term that does not respect the person’s cognitive or intellectual abilities. C. She is confined to a wheelchair implies that the person is trapped or restricted by their mobility device, rather than empowered or assisted by it. References: 

https://www.cdc.gov/ncbddd/disabilityandhealth/materials/factsheets/fs-communicating-with-people.html

https://www.nih.gov/about-nih/what-we-do/science-health-public-trust/perspectives/writing-respectfully-person-first-identity-first-language

The APSE ethical guidelines are a set of principles and practices that professionals in supported employment should follow to promote services consistent with human dignity1. One of the core values of APSE is that employment should be an option for any person interested in working, regardless of label, support need, or perceived functioning level1. Therefore, the statement that individuals with severe disabilities are unemployable is NOT an APSE ethical guideline, but rathera misconception that contradicts the APSE vision of inclusive communities where everyone works2. References: 1: APSE Ethical Guidelines for Professionals in Supported Employment 2: APSE Mission and Vision Statement

 According to the CESP handbook, one of the core competencies of an employment support professional is to facilitate self-employment and customized employment opportunities for individuals with disabilities1. Self-employment is a form of integrated employment that allows individuals to create their own businesses based on their strengths, preferences, and interests2. Customized employment is a process of individualizing the employment relationship between a job seeker and an employer based on the needs of both3. To facilitate self-employment and customized employment, an employment support professional may need to collaborate with various team members, such as small business development consultants, family members or friends, and other community partners4. However, a representative of the individual’s medical team may not be the most important team member to support his businessventure, as the medical team’s role is more focused on the individual’s health and rehabilitation needs, rather than his vocational goals and aspirations. While the medical team may provide some input on the individual’s abilities and limitations, they may not have the expertise or the authority to assist with the business and marketing plan, the coordination of resources and supports, or the networking, bookkeeping, and transportation aspects of the self-employment venture. Therefore, a representative of the individual’s medical team is the least important team member to support his business venture, compared to the other options. References: 1: CESP Candidate Handbook, page 5 2: Self-Employment for People with Disabilities 3: Customized Employment 4: Self-Employment Toolkit