CESP Exam Dumps : Certified Employment Support Professional (CESP)

 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

The least appropriate statement to use in negotiating a position with a potential employer is option A. This statement does not follow the core values and principles of employment support, such as individualization, empowerment, and dignity. It focuses on the job-seeker’s disability rather than his abilities, and it suggests that the employer should create a position for him out of charity or pity, rather than based on his skills and the employer’s needs. This statement can also create a negative impression of the job-seeker as someone who needs special treatment or accommodation, rather than someone who can add value to the company.

The other statements are more appropriate than option A, for the following reasons:

• Option B: This statement follows the core values and principles of employment support, such as individualization, career development, and quality outcomes. It identifies the job-seeker’s skills and the employer’s needs, and it proposes a mutually beneficial solution that can increase the productivity and efficiency of the business. It also implies that the job-seeker can perform the basic office work without requiring significant modifications or supports.
• Option C: This statement follows the core values and principles of employment support, such as individualization, empowerment, and respect. It highlights the job-seeker’s work experience and education, and it expresses interest in exploring possible job opportunities in the business. It also shows professionalism and courtesy by asking for a scheduled time to discuss the matter, rather than imposing or demanding a meeting.
• Option D: This statement follows the core values and principles of employment support, such as individualization, career development, and quality outcomes. It identifies the job-seeker’s skills and the employer’s needs, and it offers a cost-effective solution that can reduce the overtime expenses and workload of the current workers. It also indicates that the job-seeker can perform the data entry tasks without requiring significant modifications or supports.

References:

• APSE CESP Practice Exam
• APSE CESP Exam Content Outline
• APSE CESP Study Guide

An assistive technology tool is any device, software, or equipment that helps people work around their challenges and achieve their goals1. A visual task list is an example of an assistive technology tool that can help employees with cognitive disabilities, learning disabilities, or attention deficits to organize their tasks, prioritize their work, and stay focused23. The other options are not correct because:

• An individualized education plan (IEP) is a document that outlines the special education and related services that a student with a disability will receive in school4. It is not relevant to the workplace setting.
• A workplace accommodation is any change in the work environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities5. A visual task list may be considered a workplace accommodation if it is provided by the employer to enable the employee to perform the essential functions of the job, but it is not the only example of a workplace accommodation.
• A task analysis is a process of breaking down a complex task into smaller, manageable steps that can be taught to the learner6. A visual task list may be based on a task analysis, but it is not the same thing. A task analysis is a method of instruction, while a visual task list is a tool for self-management. References:
• Domain 4 Workplace and Related Supports123456
• What is Assistive Technology?
• Using Visual Schedules: A Guide for Parents
• Visual Task Lists for Students with Disabilities
• Individualized Education Program (IEP)
• Workplace Accommodations
• Task Analysis