CESP Exam Dumps : Certified Employment Support Professional (CESP)

This answer respects the job seeker’s right to privacy and self-determination, as well as the legal requirements of the Americans with Disabilities Act (ADA)1. The ADA prohibits employers from asking about a person’s disability before making a job offer, unless it is related to an essential job function or a reasonable accommodation2. The job seeker has the choice to disclose or not disclose her disability, and the employment support professional should honor that choice and obtain her consent before sharing any information with the employer34. The other answers are not appropriate because they either violate the job seeker’s rights, damage the relationship with the employer, or provide unnecessary information that could lead to discrimination or stigma. References:

• Domain 1 Application of Core Values and Principles to Practice1234
• Domain 2 Individualized Employment and Career Planning1234

The primary role of an employment support professional (ESP) on the job site is to assist the individual with a disability to find and maintain competitive employment in integrated community workplaces1. This involves building capacity within the workplace to provide training and support for the individual, providing one-to-one training and support as well as a fade-out plan, and helping the employee learn about the work culture2. However, guaranteeing that the job gets done is not the responsibility of the ESP, but rather the employer and the employee. The ESP should not take over the employee’s tasks or interfere with the employer’s expectations, but rather facilitate the natural supports and accommodations that enable the employee to perform the job independently and satisfactorily3. References: 1: CESP™ -Association of People Supporting Employment First 2: Supporting Individuals with Significant Disabilities: The Roles of a Job Coach 3: Job Description - Employment Support Worker - Voscur

According to the ADA National Network1, 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 who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities. Examples of reasonable accommodations include making existing facilities accessible; job restructuring; part-time or modified work schedules; acquiring or modifying equipment; changing tests, training materials, or policies; and providing qualified readers or interpreters. Lowering the quality or quantity standards for work, or reallocating an essential function of a job, are not reasonable accommodations, as they would alter thefundamental nature of the job or the employer’s expectations. References: 1: Reasonable Accommodations in the Workplace | ADA National Network