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False. There is no evidence that people with disabilities use more health benefits than nondisabled employees.
False. There is no evidence that people with disabilities miss more work due to illness than do nondisabled employees
False. Employees who have disabilities are subject to the same policies and procedures as their nondisabled employee peers. With regard to job performance, employees with disabilities can be held to the same performance or production standards of their nondisabled peers for performing essential job functions with or without reasonable accommodation.
False. The ADA addresses nondiscrimination in job application procedures, hiring, termination, promotions, pay, job training, and other terms, conditions and privileges of employment. It applies to private employers, state and local governments, employment agencies and labor unions
False. With appropriate accommodations, if needed, an individual with a hearing impairment can perform job duties for which s/he is qualified. The key is whether the person has the qualifications to perform the essential duties of the job with or without accommodation.
True. Reasonable accommodation serves to assure that a qualified individual with a disability has rights and privileges in employment equal to those of employees without disabilities. While accommodations depend upon the needs of the individual, some examples might be in the form of flex hours, better lighting, or modified equipment.
False. A disability does not automatically mean that the individual is unqualified to do a job. By taking a look at the essential functions of a position, the employer can partner with the person with a disability and determine whether s/he has the qualifications to do the job - with or without reasonable accommodation.
True. For example, when access is made easier, or better lighting is installed, everyone benefits. Remember, not all disabilities are apparent. What the employer does for one person may have significant, positive ramifications for many employees the employer may not have identified as needing accommodations. In the end, both the employees and the employer benefit!
False. An employer can hold employees with disabilities to the same standards of performance as other similarly situated employees without disabilities for performing essential job functions, with or without reasonable accommodation. It is important, however, that policies are applied fairly and consistently.
There is no evidence that people with disabilities have a higher rate of litigation than nondisabled employees
| People with disabilities use more health insurance benefits than typical employees. | ||
| People with disabilities miss more work because of illness than do typical employees. | ||
| Businesses will be 'stuck' with employees who have disabilities because they cannot be fired. | ||
| The ADA is an affirmative action law with quotas for hiring people with disabilities | ||
| It is too dangerous for a deaf person to be involved in manufacturing. | ||
| Accommodations are not necessarily complicated or expensive. | ||
| No one who (choose one: is deaf, is blind, has mental illness, uses a wheelchair, has epilepsy, etc.) can do this work. | ||
| Accommodations in the workplace benefit more than the one person who has a specific disability. | ||
| Personnel policies and procedures have to change in order for a business to employ people with disabilities. | ||
| People with disabilities are looking for every opportunity to sue that they can find. |