Okay, welcome back everybody to the post-test review for the basic course. We had 23 total responses, the scores varied, but 83% was the average, so that's pretty good. So let's kind of go through one by one, I'll spend more time on the questions that people seemed to have a variety of answers for rather than ones that everybody got right, but the first question is, according to the ADAA, having a record of impairment includes those who have been misclassified in the past as having an impairment, and that is in fact true. Even if somebody decided in the past that you've had an impairment when you didn't and it was later removed from your employment record, it doesn't matter, you still can have technically a record of impairment. Question two, manufacturer of polyurethane foam asked you to evaluate one of their employees for shortness of breath and wheezing while at work that improves when he is away from work. Which of the following should you tell the employer? The answer is, the worker should be removed from the workplace for two weeks and then do skin testing. The polyurethane manufacturer involves isocyanates, which are a sensitizing allergen, so they can continue to get worsening reactions to it. So you want to kind of give them a period of time for all of the workplace exposure to get out of their system, ensure that they're symptom free, and then if you can, do the skin testing to see if they have an induced allergic reaction to it. But they cannot continue to work in their current position with a respirator because again, it's sensitizing, they can have a worse reaction each time they're exposed. So PPE is not considered adequate protection to something that's a true allergic IgE mediated reaction. It would be great if you could get the employer to change the chemicals used in the workplace, but let's not count on it. Question three, under the ADA, what is an employer's responsibility for an employee or applicant who's unable to perform a listed essential job function? The answer is the employer is not eligible for the job. The ADA requires that the employers provide a reasonable accommodation. What's defined as reasonable varies for a lot of reasons, but you know, the size of the employer, the employer's resources, that kind of thing, but the employee still has to be able to perform the essential job functions. So if an applicant is deaf and they can provide a sign language interpreter for a meeting, but then the employee can still perform all of the elements of their job once they've received the information via the sign language interpreter, that's okay. That's considered an accommodation, but if they simply cannot do a portion of the job with reasonable accommodation, then they're not eligible for that job. And the ADA definitely does not require that the employer offer physical therapy or other things to help someone become able to do the essential functions of their job. As far as the last question, the employer, you know, does not require to provide an assistant to do those essential functions. Again, they can provide reasonable accommodation to help the employee do those, but they can't provide, they don't have to provide someone to do it for them. Question four, which class of pesticides responds to atropine as an antidote? I'm happy to say everybody got that question correct, it's organophosphates. Also true of N-methyl carbonates, but that wasn't on the list. Question five, the NIOSH lifting equation relates to how much weight a person can safely lift in various scenarios. Everybody got that correct too. Question six, which of the following is pathognomonic for exposure to vinyl chloride monomer? The answer is the acro-osteolysis. That's the loss of bone at the tufts of the fingers that you can see on an x-ray. They can develop other problems for them too, but that's the one that's really pathognomonic for. Question seven, which of the following is an occupational health enforcement agency? And the answer is MSHA. The NIOSH is a research organization. They provide guidance, they certify respirators, but they do not enforce any of the rules. So if somebody's violating a workplace, an OSHA rule, or some other sort of official rule or regulation in the workplace, NIOSH does not come and get you. U.S. Bureau of Mines is no longer in existence, so they're definitely not coming to do anything to you. And the National Institute of Health is also a research organization. MSHA is the equivalent of OSHA for mining. So most OSHA's regulations do not apply to mines. All right, so, all right, so we'll get going. So question eight, which of the following is any existing constraints in the employee's physical or mental capability to perform tasks? And that is a limitation. I like to think of limitations as the things that the employees cannot do, even if I say they can. So somebody with a complete rotator cuff tear cannot perform work above shoulder height or head height with that arm, even if I say they can. Or as I like to think of restrictions as the things that I tell people not to do, even though they might be able to do those. So here's the slide from Paul's presentation. So again, limitation, any existing constraints in the employee's physical or mental capability to perform tasks. Question nine, which one of these is activity limitations and or participation restrictions in an individual with a health condition, disorder, or disease? And that is the AMA's definition of disability. You can see that reference there if you need to. Again, straight from the presentation, disability, activity limitations, and or participation restrictions in an individual with a health condition, disorder, or disease. It is important to know these definitions, especially if you're going to take the CAQ. Question 10, significant deviation loss or loss of any body structure or body function in an individual with a health condition, disorder, or disease? That is AMA's definition of impairment. And again, there's the reference down at the bottom if you would need more information. And again, straight out of the presentation, that's the definition of impairment. Question 11, any protective measure required to prevent injury or foster recovery? That is a restriction. So again, restrictions are the things that we tell people they should not do, but the limitations are the things they can't do, even if we said they could. I'm sorry, Paul, that's probably not the textbook definition, but that's the easiest way for me to remember it. And again, straight out of the presentation there. Question 12, which of the following lab tests is useful for acute exposure to methylene chloride? And the answer is carboxyhemoglobin. Most of you got that. So the methylene chloride, when it's metabolized, can break down to carbon dioxide and give you carboxyhemoglobin, which can be measured. And that's actually, of course, the levels are going to be even higher in people that smoke. So the combo of the two is really not good for cardiac health. Okay, question 13, what's the minimum altitude at which workers are at risk for developing altitude-related diseases, such as acute mountain sickness or high-altitude pulmonary or cerebral edema? And that is generally 8,000 feet. However, some people can get symptoms of acute mountain sickness even at 5,000 feet, but generally, you're not looking at HAPE or HACE, the high-altitude pulmonary or cerebral edema, until you get to at least 8,000 feet. And some people will tolerate 8,000 feet better than others. Question 14, which of the following medical conditions is associated with whole body vibration? Everybody got that. It was peripheral neuropathy. Question 15, you're trying to determine for these next five if the employee would be eligible to receive an accommodation under the Americans with Disabilities Act. Question 15, is a 32-year-old accountant at Ford Motor Company who recently became deaf? And the answer is yes, because with reasonable accommodations, such as a sign language interpreter or some voice recognition software, he can continue to be an accountant. Question 16, a 44-year-old long-term paraplegic administrative assistant at the Department of Education? And the answer is yes, they can continue to do administrative assistant duties with reasonable accommodation. Question 17, a 25-year-old truck driver from United Van Lines who recently informed his employee that he's homosexual? Answer is no, everybody got that, because sexual orientation is not considered a disability under the Americans with Disabilities Act. Question 18, a 65-year-old scooper or cashier with hand arthritis who's one of the three employees of Mom's Ice Cream Shop? And this person is not eligible for an accommodation. ADA really only applies to employers with 15 or more employees. So a business with three employees is not required to provide reasonable accommodation. And again, that probably doesn't have the resources to provide accommodations in the same way that a larger company does. Question 19, a 37-year-old car dealer at Kickapoo Tribes' Lucky Eagle Casino who reports drug addiction to HR seeking treatment? Answer is no. So first of all, active drug addiction is not considered a disability now if he'd become clean and went through treatment and he just had a history of drug addiction, that could be considered a disability under the ADA, but not current drug or alcohol addiction. The other thing with this is the Indian tribes, they have kind of a murky applicability with the ADA. It seems like some sections of the ADA, they probably don't apply to them because they're on their reservations, they have a thing called sovereign immunity. So anytime you get involved in this, it's sort of murky whether or not the ADA really applies for them. So if it comes up in your practice, get some legal opinions called on them. Question 20, policies that may be relevant to a particular work site that should be reviewed during a work site walkthrough include which of the following? All of the above. You should review their respiratory protection program, if they have one or need one, hearing conservation program, critical incident response plan and their emergency plans. You don't necessarily have to review the actual Toxic Substances Control Act, the legal document, but you should review any paperwork that they have that is in response to that. So anything about storing or testing various chemicals that are covered under the toxic substances. Question 21, which federal agency performs research in occupational health and certifies respirators? The main answer to this is NIOSH. NIOSH is the main one. So when you see whether or not a respirator is approved for use in a particular situation or with a particular hazard, NIOSH is generally the ones doing the certification. Sometimes MSHA co-certifies them, but really the bottom line is they all have to be NIOSH certified. Question 22. So we're trying to decide which of these are administrative controls, PPE or engineering controls. So vibration dampening gloves are in fact PPE. Question 23, downdraft ventilation of the work surface is an engineering control. And worker rotation or job enlargement changes, things like that, shifts, those are administrative controls. Thank you all very much.

ADA

workplace safety

PPE

accommodation eligibility

CAQ