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NEW QUESTION # 38
The Fair Labor Standards Act (FLSA) prescribes standards for:
- A. wages and overtime pay
- B. benefits advisement
- C. maternity leave
- D. reasonable accommodations
Answer: A
Explanation:
The Fair Labor Standards Act (FLSA) is a federal law that establishes minimum wage, overtime pay, recordkeeping, and child labor standards for employees in the private sector and in federal, state, and local governments1. The FLSA does not prescribe standards for maternity leave, benefits advisement, or reasonable accommodations. These are covered by other laws, such as the Family and Medical Leave Act (FMLA), the Employee Retirement Income Security Act (ERISA), and the Americans with Disabilities Act (ADA), respectively234.
References:
1: Fair Labor Standards Act (FLSA) Overview1
2: Family and Medical Leave Act (FMLA) Overview2
3: Employee Retirement Income Security Act (ERISA) Overview3
4: Americans with Disabilities Act (ADA) Overview4
NEW QUESTION # 39
You are providing job development services to an 18-year-old female with autism. She has just graduated from high school and wants to work with animals. After meeting her, what is the MOST appropriate NEXT step?
- A. Help her apply online for animal-related jobs.
- B. Set up a job interview for her at a local pet store.
- C. Enroll her in a sheltered workshop that has a contract with a local pet store.
- D. Set up a job shadowing opportunity for her at a local veterinary office.
Answer: D
NEW QUESTION # 40
To be protected by the American with Disabilities Act (ADA), one must:
- A. apply for ADA benefits.
- B. work with an employment support professional.
- C. have a disability that impacts a major life area.
- D. receive Social Security.
Answer: C
Explanation:
The ADA is a federal civil rights law that prohibits discrimination against people with disabilities in everyday activities. To be protected by the ADA, one must have a disability that meets the definition of the law.
According to the ADA, a person with a disability is someone who:
has a physical or mental impairment that substantially limits one or more major life activities, such as walking, seeing, hearing, speaking, breathing, learning, working, or caring for oneself has a history or record of such an impairment, such as cancer that is in remission, or is perceived by others as having such an impairment, such as a person who has scars from a severe burn.
The ADA does not require a person to apply for benefits, work with an employment support professional, or receive Social Security to be covered by the law. These are not criteria for determining disability status under the ADA. Therefore, options A, B, and C are incorrect. References:
Introduction to the Americans with Disabilities Act
The Americans with Disabilities Act
Employers and the ADA: Myths and Facts
Your Rights Under the Americans with Disabilities Act
NEW QUESTION # 41
You are doing job development in the community with an individual who has decided to disclose that he has a mental illness. In the interview, the employer begins to ask specific questions about the individual's diagnosis. Which of the following is the MOST appropriate way to proceed in this situation?
- A. Tell the job-seeker to answer the questions to help you avoid looking bad in front of the employer.
- B. Leave the meeting to convey the inappropriateness of the employer's questions.
- C. Reframe the employer's question from diagnosis to reasonable accommodations in the workplace.
- D. Tell the employer that his questioning is illegal and educate him on the Americans with Disabilities Act (ADA).
Answer: C
NEW QUESTION # 42
You are providing job development services for a 25-year-old female with a mild cognitive disability who wishes to start her own business. Which of the following is the LEAST appropriate FIRST step?
- A. Determining her prior work experience
- B. Helping her get a small business loan
- C. Learning why she wants to start her own business
- D. Visiting local businesses
Answer: B
NEW QUESTION # 43
When advocating for supports and accommodations for someone with a disability, it is MOST important to consider that:
- A. the accommodations may only be used by the employee with a disability
- B. the accommodations are the decision of one person
- C. the employer must provide accommodations regardless of the cost unless the employer can prove that the accommodation would create an undue hardship
- D. only physical accommodations are required of the employer
Answer: C
NEW QUESTION # 44
Under the Americans with Disabilities Act (ADA), a reasonable accommodation may include:
- A. inconsistent job attendance.
- B. modifying an employee's work schedule.
- C. removal of essential job functions.
- D. reducing production standards.
Answer: B
NEW QUESTION # 45
You are a job developer for a 38-year-old female who has a cognitive disability. You are creating a vocational profile to assist with her job search. Which of the following is the LEAST appropriate piece of information to include?
- A. Her parent's desire for her to work in a warehouse
- B. Her preferences for work environment
- C. Her reading ability
- D. The conditions that are needed for her to be successful
Answer: A
NEW QUESTION # 46
During an informational interview with a local business, it is important to:
- A. learn as much as you can about that business
- B. disclose that you are working with a job-seeker who has a disability
- C. try to convince the business owner on the benefits of employing a person with a disability
Answer: A
Explanation:
D ask the business owner to schedule an interview with a job-seeker
NEW QUESTION # 47
You are developing a job for Darrell, who has a cognitive disability. He has a team of support that is dedicated to his well-being and success. Which of the following is the MOST important factor to consider when helping him look for a job?
- A. Darrell's mother has observed him cleaning at home and thinks custodial work may be a good direction to take because it would highlight his skills.
- B. Darrell has expressed interest in learning cashiering in a retail store, although he sometimes has difficulty counting money
- C. Darrell's teacher has observed that he has difficulty paying attention and therefore, he should probably not have a position that would require long shifts without a break.
- D. Darrell's former manager has told you that he has poor customer service skills.
Answer: B
Explanation:
I cannot provide a comprehensive and detailed explanation for you, but I can give you some hints and tips.
You should consider the following factors when helping Darrell look for a job:
His interests, preferences, strengths, and needs
His informed choice and self-determination
His potential for learning and growth
His natural supports and accommodations
His integration and inclusion in the community and workplace
His opportunities for advancement and career development You should avoid the following factors when helping Darrell look for a job:
His limitations, challenges, or deficits
His diagnosis, label, or disability category
His family's, teacher's, or manager's opinions or assumptions
His conformity to pre-determined or standardized options
His segregation or isolation from the community and workplace
His stagnation or lack of progress in his career References: 1: CESP Candidate Handbook, page 5
NEW QUESTION # 48
Which of the following is the BEST resource that an employment support professional can provide to a business to demonstrate a person's experience?
- A. Job analysis
- B. Individualized employment plan
- C. Social networking account
- D. Visual portfolio
Answer: D
NEW QUESTION # 49
A baseline task analysis is used to determine:
- A. wages for an individual based upon on-the-job production
- B. the initial production and quality standards for measuring training progress
- C. how to measure work progress and social interaction on the job
- D. Social Security income reductions based on earned wages
Answer: B
Explanation:
A baseline task analysis is a method of assessing the current performance and skills of a job seeker or employee before providing any training or intervention. It is used to determine the initial production and quality standards for measuring training progress, as well as to identify the strengths and areas of improvement for the individual. A baseline task analysis can also help to design a customized training plan that matches the individual's learning style and preferences12.
Answer B is not correct, because a baseline task analysis is not related to Social Security income reductions based on earned wages. Social Security income reductions are determined by the Substantial Gainful Activity (SGA) level, the Trial Work Period (TWP), the Extended Period of Eligibility (EPE), and the Impairment-Related Work Expenses (IRWE)3. A baseline task analysis does not affect these factors.
Answer C is not correct, because a baseline task analysis is not used to determine wages for an individual based upon on-the-job production. Wages are determined by the employer, the market value of the job, and the Fair Labor Standards Act (FLSA)4. A baseline task analysis does not influence these factors.
Answer D is not correct, because a baseline task analysis is not used to measure work progress and social interaction on the job. Work progress and social interaction are measured by ongoing assessments, such as performance reviews, feedback, observations, and data collection5. A baseline task analysis is only a snapshot of the initial performance and skills of the individual. References:
https://www.apse.org/wp-content/uploads/docs/CESP%20Candidate%20Handbook.1.123.pdf
NEW QUESTION # 50
The Fair Labor Standards Act (FLSA) prescribes standards for:
- A. wages and overtime pay
- B. benefits advisement
- C. maternity leave
- D. reasonable accommodations
Answer: A
NEW QUESTION # 51
What is the MINIMUM standard for a person to be ready for competitive employment in her own community?
- A. Desire to work
- B. Ability to complete a task consistently
- C. Ability to understand instructions
- D. Reliable transportation
Answer: A
Explanation:
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.
NEW QUESTION # 52
You are the employment support professional who is writing a task analysis for a very detailed position. Which of the following steps would be LEAST important in creating the task analysis?
- A. Observe the individual performing the job.
- B. Observe the co-worker performing the job.
- C. Perform the job duties yourself.
- D. Read the job description.
Answer: C
NEW QUESTION # 53
You are supporting Brad, a 19-year-old male with autism who has a paid job in the mail room at a bank. The mail room employees are holding a blood drive for a non-profit organization after work and have asked Brad to join them in this volunteer service. According to the Fair Labor Standards Act (FLSA), why should Brad NOT be paid for this volunteer activity?
- A. Being paid is required for volunteers with disabilities.
- B. There is a prohibition against employees with disabilities from volunteering in any capacity or line of work in the public sector.
- C. People are allowed to volunteer their services to public agencies except when they are doing work that is not the same as the work in which they are employed.
- D. There is no prohibition for anyone employed in the private sector from volunteering in any capacity or line of work in the public sector.
Answer: D
Explanation:
According to the FLSA, individuals may volunteer their services to public agencies for civic, charitable, or humanitarian reasons, without being considered employees of the public agencies, as long as they offer their services freely and without coercion, and they do not perform the same type of services as their regular employment1. Therefore, Brad can volunteer for the blood drive, which is a charitable activity organized by a non-profit organization, without being paid by the bank, which is his private sector employer. The other options are incorrect because they either misstate or contradict the FLSA provisions regarding volunteers. There is no prohibition against employees with disabilities from volunteering in any capacity or line of work in the public sector, as long as they meet the same criteria as other volunteers1. Being paid is not required for volunteers with disabilities, unless they are employed by the same public agency that they volunteer for2. People are not allowed to volunteer their services to public agencies when they are doing work that is the same as the work in which they are employed, regardless of whether their employer is a public or private entity1. References: Fact Sheet #14A: Non-Profit Organizations and the Fair Labor Standards Act (FLSA), eCFR :: 29 CFR Part 553 Subpart B - Volunteers
NEW QUESTION # 54
Which of the following is the MOST appropriate response to a family's concern about their family member working in the community and maintaining a job?
- A. "We can try a workshop first if it will make you feel better."
- B. "We can find a good fit for him with the right accommodations."
- C. "We can find a job where he works alone."
- D. "We can set him up in enclave employment."
Answer: B
NEW QUESTION # 55
You are explaining the assessment process at your workplace to a new job coach. Which of the following statements MOST accurately reflects best practice in assisting a person to find a job of choice?
- A. Our agency begins the job development process simultaneously with individualized assessment.
- B. Our agency has a very good picture assessment for determining job preferences using these flash cards and asking your job-seekers to point to the jobs they might like.
- C. The job-seeker's formal records should be read first, since they will include a great deal of relevant information that you must know prior to meeting the individual.
- D. Our agency uses a "discovery" process that includes situational assessments based on the individual's identified interests.
Answer: D
Explanation:
The best practice in assisting a person to find a job of choice is to use a "discovery" process that includes situational assessments based on the individual's identified interests. This is because this process allows the job coach to learn about the person's strengths, preferences, skills, and support needs in various settings and situations, rather than relying on formal records or standardized tests that may not capture the person's true potential or motivation1. The discovery process also involves the person and their family, friends, and other natural supports in identifying their employment goals and developing a career plan2.
References:
1: Discovery: A Guide for Employment Support Professionals1
2: The Discovery Process: An Introduction2
NEW QUESTION # 56
The BEST way to determine the supports an individual needs on the job is to:
- A. read prior assessment reports on the individual
- B. ask the individual
- C. meet with the employer to discuss it
- D. observe the individual then make your own determination
Answer: B
NEW QUESTION # 57
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