CDMS Exam Questions and
Answers21
functional silos - ANSWERS -tendency for organizations to separate functions into poorly
communicating, separated departments
structured settlement - ANSWERS -purchase of an annuity to receive benefits over time rather
than in lump sum
benefit of networking - ANSWERS -tap hidden job market
transitional work program - ANSWERS -individualized program that facilitates progression from
disability to modified duty to final vocational objective
beneficence - ANSWERS -principle of deciding what is good rather than what is harmful for
worker
implementing durable medical equipment - ANSWERS -CDMS should first evaluate rent vs
purchase options
Federal Employee's Compensation Act - ANSWERS -entitles workers with job-related disabilities
to vocational assistance, wage compensation, payments to dependence, medical benefits. Does
not cover household assistance, legal fees
Preferred Provider Organization (PPO) - ANSWERS -arrangement designed to supply health care
services at a discounted cost by providing incentives for members to use designated health
providers
,most important reduction of back injury risk factors - ANSWERS -altering job design
Longshore and Harbor Workers' Compensation Act - ANSWERS -provides vocational, wage
replacement, UNLIMITED medical
impairment requiring ergonomic attention to vibration - ANSWERS -visual acuity
SSA monthly payment cap - ANSWERS -can't exceed 80% of pre-disability income
Psychiatric claims categories: - ANSWERS -
peer review - ANSWERS -review by committee of similar practitioners, looks at quality and
utilization criteria
Dictionary of Occupational Titles - ANSWERS -provides standardized occupational information
based on on-site job analyses
Job analysis - ANSWERS -develops work samples that are realistic/responsive to local
employment
Marketing - ANSWERS -process of creating, planning, and executing conception, pricing,
promotion and distribution of ideas, goods, and services
Work hardening - ANSWERS -simulated real work in clinical setting
Residual impairment after MMI reached - ANSWERS -leads to transition from temporary to
permanent disability benefits
, Guides to the evaluation of permanent impairment - ANSWERS -Used to provide employer with
degree of impairment that impacts compensation due to a claimant
Work station layout - ANSWERS -should position items to be lifted between hand and shoulder
height (to accommodate differently sized employees)
Apprenticeship - ANSWERS -formal instruction plus on the job training
Cross-functional - ANSWERS -input and output relationships among organization's departments
productivity - ANSWERS -includes # lost workdays, rates of RTW after injury/illness, rates of
employee turnover, amount of overtime
ADA - ANSWERS -requires reasonable accommodations that do not cause undue hardship (cost,
nature of business)
ADA company size - ANSWERS -15+ employees
ADA cause for denying employment - ANSWERS -very low risk but severe consequences, or
severe risk and minor consequences
ADA does NOT require - ANSWERS -provide treatment, waive uniform disciplinary standards,
provide stress-free environment, eliminate performance evaluations, eliminate essential job
functions, provide irregular/indefinite leave, reduce performance standards, create a new
position, or arrange a transfer when no positions are available
ADA eligibility - ANSWERS -SUBSTANTIALLY impaired to be eligible for ADA protection. Includes
conditions that cause differential treatment but do not otherwise impact job (e.g. burn victims).
Answers21
functional silos - ANSWERS -tendency for organizations to separate functions into poorly
communicating, separated departments
structured settlement - ANSWERS -purchase of an annuity to receive benefits over time rather
than in lump sum
benefit of networking - ANSWERS -tap hidden job market
transitional work program - ANSWERS -individualized program that facilitates progression from
disability to modified duty to final vocational objective
beneficence - ANSWERS -principle of deciding what is good rather than what is harmful for
worker
implementing durable medical equipment - ANSWERS -CDMS should first evaluate rent vs
purchase options
Federal Employee's Compensation Act - ANSWERS -entitles workers with job-related disabilities
to vocational assistance, wage compensation, payments to dependence, medical benefits. Does
not cover household assistance, legal fees
Preferred Provider Organization (PPO) - ANSWERS -arrangement designed to supply health care
services at a discounted cost by providing incentives for members to use designated health
providers
,most important reduction of back injury risk factors - ANSWERS -altering job design
Longshore and Harbor Workers' Compensation Act - ANSWERS -provides vocational, wage
replacement, UNLIMITED medical
impairment requiring ergonomic attention to vibration - ANSWERS -visual acuity
SSA monthly payment cap - ANSWERS -can't exceed 80% of pre-disability income
Psychiatric claims categories: - ANSWERS -
peer review - ANSWERS -review by committee of similar practitioners, looks at quality and
utilization criteria
Dictionary of Occupational Titles - ANSWERS -provides standardized occupational information
based on on-site job analyses
Job analysis - ANSWERS -develops work samples that are realistic/responsive to local
employment
Marketing - ANSWERS -process of creating, planning, and executing conception, pricing,
promotion and distribution of ideas, goods, and services
Work hardening - ANSWERS -simulated real work in clinical setting
Residual impairment after MMI reached - ANSWERS -leads to transition from temporary to
permanent disability benefits
, Guides to the evaluation of permanent impairment - ANSWERS -Used to provide employer with
degree of impairment that impacts compensation due to a claimant
Work station layout - ANSWERS -should position items to be lifted between hand and shoulder
height (to accommodate differently sized employees)
Apprenticeship - ANSWERS -formal instruction plus on the job training
Cross-functional - ANSWERS -input and output relationships among organization's departments
productivity - ANSWERS -includes # lost workdays, rates of RTW after injury/illness, rates of
employee turnover, amount of overtime
ADA - ANSWERS -requires reasonable accommodations that do not cause undue hardship (cost,
nature of business)
ADA company size - ANSWERS -15+ employees
ADA cause for denying employment - ANSWERS -very low risk but severe consequences, or
severe risk and minor consequences
ADA does NOT require - ANSWERS -provide treatment, waive uniform disciplinary standards,
provide stress-free environment, eliminate performance evaluations, eliminate essential job
functions, provide irregular/indefinite leave, reduce performance standards, create a new
position, or arrange a transfer when no positions are available
ADA eligibility - ANSWERS -SUBSTANTIALLY impaired to be eligible for ADA protection. Includes
conditions that cause differential treatment but do not otherwise impact job (e.g. burn victims).
