March 2018 LACBA MCLE Test and Answer Sheet

 

Test No. 276: Accommodating Attorneys

To access the article related to this test, please click here. The article will open in a separate window.
  
Instructions for Obtaining MCLE Credit

The Los Angeles County Bar Association certifies that this activity has been approved for Minimum Continuing Legal Education credit by the State Bar of California in the amount of 1 hour. To apply for credit, please follow the instructions.

1. Study the CLE article.

2. Answer the test questions by marking the appropriate boxes. Each question has only one answer.

3. Photocopies of this answer sheet may be submitted; however, this form should not be enlarged or reduced. Mail the answer sheet and the $20 testing fee ($25 for non-LACBA members) to:

Los Angeles County Bar Association
Los Angeles Lawyer MCLE Test
P.O. Box 55020
Los Angeles, CA 90055

Make checks payable to Los Angeles County Bar Association

4. You can also fill in the test form and submit it directly to LACBA by clicking "Submit." To submit your test answers online you will need to pay by credit card. After submitting your answers you will be presented with a screen requesting payment information. This information will be submitted in a secure mode which will allow you to safely transmit your credit card number over the Internet. If you prefer not to pay by credit card, please print this answer sheet and submit your responses by regular mail.

5. Within six weeks, Los Angeles Lawyer will return your test with the correct answers, a rationale for the correct answers, and a certificate verifying the CLE credit you earned through this self-study activity.

6. For future reference, please retain the CLE test materials returned to you.


 

Test Sheet
 



  
Mark your answers to the test by clicking next to your choice.  All questions must be answered.  Each question has only one answer. This test is worth 1 hour of credit.*

1. Disability discrimination was the most reported employment-based discrimination claim made to the California Department of Fair Employment and Housing in 2016.


2. Disability discrimination was the third most reported employment-based discrimination claim made to the Equal Employment Opportunity Commission (EEOC) in California in 2017.


3. The California Fair Employment and Housing Act (FEHA) applies to employers only if they have 10 or more employees.


4. An “interactive process” consists of a dialogue between an employer and employee to assist the employer in selecting an appropriate reasonable accommodation.


5. An employer has no obligation to provide a reasonable accommodation to an employee if doing so would cause undue hardship.


6. An employer’s duty with respect to disabled individuals encompasses two distinct yet related obligations: to make “reasonable accommodation” and to engage in a “communicative dialogue.”


7. An undue hardship determination may be based on a cost-benefit analysis.


8. Employers should be cautious when denying an accommodation based on undue hardship because it is a high bar to meet.


9. An employer is required to engage in an interactive process only if an employee specifically requests an accommodation.


10. An employer may require an employee to provide medical documentation as part of the interactive process.


11. All medical information and records obtained during the interactive process must be maintained in a medical file separate from the attorney’s personnel file.


12. The FEHA regulations provide an exhaustive list of all possible types of reasonable accommodations an employer must consider.


13. An employer may not require an attorney to take a leave of absence as an accommodation if other reasonable accommodations are available.


14. Providing a reduced schedule may be a reasonable accommodation.


15. An employer is never required to allow an attorney to bring an animal that provides emotional support into the workplace as a form of reasonable accommodation.


16. Permitting a disabled attorney to work from home for a short duration may be a reasonable accommodation.


17. An employer does not have to reassign a disabled attorney to a different supervisor as a reasonable accommodation if the current supervisor causes the attorney to experience stress.


18. An employer is not required to provide an indefinite leave of absence as a reasonable accommodation.


19. An employer has no obligation to provide any further reasonable accommodation once the attorney is no longer disabled.


20. The EEOC has taken the position that a law firm has no obligation to lower its billable hours requirement as a form of reasonable accommodation for a disabled attorney.

 


Before clicking the Submit button, please verify that all questions have been answered. An error message will appear if not all questions are answered.

* The Los Angeles County Bar Association has been approved as a continuing legal education provider of Minimum Continuing Legal Education credit by the State Bar of California. This self-assessment activity will qualify for Minimum Continuing Legal Education credit by the State Bar of California in the amount of one hour.