CESP Dumps with Practice Exam Questions Answers

Zero exclusion is one of the principles of Employment First, which means that all individuals with disabilities, regardless of the level or type of disability, are presumed to be capable of working in competitive integrated employment (CIE) with appropriate services and supports. This principle rejects the notion that some people are “too disabled” to work or need to meet certain criteria before they can access employment services. Instead, it affirms the right and opportunity of every person with a disability to pursue their employment goals and aspirations. References: APSE: Employment First Definition and Principles, Employment First | U.S. Department of Labor

Fading from the worksite is a process used by employment support professionals (ESPs) to reduce the dependency of the supported employee on external support structures and increase their independence and integration in the workplace1. The most important factor in ensuring the continued success of the employee after fading is the availability and quality of natural supports from the co-workers2. Natural supports are the informal and formal assistance that co-workers provide to the employee with a disability, such as mentoring, coaching, feedback, socialization, and friendship3. Natural supports can enhance the employee’s performance, satisfaction, retention, and career development4. Therefore, if Ava’s co-workers are willing to provide various types anddegrees of work support for her, she is more likely to maintain and improve her skills, adapt to changes, and feel valued and accepted in the work environment5.

The other options are not as important as natural supports from co-workers. While Ava’s family’s feelings and Ava’s social interactions with co-workers may affect her motivation and well-being, they are not directly related to her work performance and outcomes6. Ava’s supervisor’s ability to contact the ESP whenever work expectations are not met is a contingency plan, but it does not ensure Ava’s success at work; rather, it implies a lack of trust and confidence in Ava’s abilities and natural supports7. References: 1: FADING FROM THE JOB SITE - SUPPORTED EMPLOYMENT A CUSTOMER DRIVEN APPROACH 2: Natural Supports in the Workplace: A Reexamination of Supported Employment 3: Natural Supports in the Workplace: Defining an Agenda for Research and Practice 4: Natural Supports at Work: A Review of the Literature 5: Fading away at work: “I could have left without saying anything” – performing talent management in a multinational organization 6: The Impact of Family Support on the Success of Individuals with Disabilities in the Workplace 7: Job Site Fading - trn-store.com

The core pre-employment transition requirement that is met when teaching a student about disclosing a disability is self-advocacy. Self-advocacy is one of the five required activities that VRagencies must provide to students with disabilities under the WIOA regulations. Self-advocacy includes instruction in self-awareness, disability disclosure, requesting accommodations, understanding rights and responsibilities, and self-determination. Teaching a student about disclosing a disability helps them to make informed choices about whether, when, how, and to whom to disclose their disability, and to understand the potential benefits and consequences of doing so. Disclosing a disability is a personal decision that may affect the student’s access to services, supports, and opportunities in education, employment, and other settings. References: RSA Frequently-Asked Questions about Pre-Employment Transition Services, Pre-Employment Transition Services (Pre-ETS): The Five Required Activities for Students with Disabilities, Disclosing a Disability to an Employer: Your Rights, Disclosing an invisible disability

A reasonable accommodation is any change to the job, the work environment, or the way things are usually done that allows a person with a disability to perform theessential functions of the job and enjoy equal employment opportunities12. A reasonable accommodation may include modifying an employee’s work schedule, such as allowing flexible hours, part-time work, or telework, as long as it does not create an undue hardship for the employer123. An undue hardship is an action that requires significant difficulty or expense for the employer, considering factors such as the nature and cost of the accommodation, the size and financial resources of the employer, and the impact of the accommodation on the operation of the business2. A reasonable accommodation does not include removing essential job functions, which are thefundamental duties of the position2. A reasonable accommodation also does not include reducing production standards, which are the quantity or quality of work expected of all employees in the same position2. A reasonable accommodation does not include allowing inconsistent job attendance, which may affect the performance of the essential functions or the employer’s ability to conduct business2. References:

• Reasonable Accommodations in the Workplace
• Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the ADA
• Accommodations

A benefits analysis is a service that helps an individual understand how their income from work may affect their public benefits, such as Social Security, Medicaid, Medicare, food stamps, housing subsidies, etc. A benefits analysis should include a description of all the public benefits that the individual receives, how they are calculated, what are the eligibility criteria, what are the work incentives or special rules that allow the individual to keep some or all of their benefits while working, and what are the reporting requirements and potential consequences of non-compliance. A benefits analysis should also provide the individual with information on how to access benefits counseling and planning services, and how to make informed choices about their employment goals and options. A benefits analysis should not include information on tax credits or employer benefits, as these are not public benefits and are not affected by the individual’s income from work. References: CESP Examination Content Outline, Benefits of Certification