COHN Practice Questions (2026) — Free Sample Questions with Answers

Answer: B

Wait for the employee's own baseline HIV result before deciding on PEP: PEP should not be delayed for baseline results. Baseline testing is drawn, but treatment starts right away.

Offer PEP as soon as possible, ideally within hours of the exposure: Correct. For a significant exposure to an HIV-positive source, PEP should start as soon as possible, ideally within hours and no later than 72 hours, with a three-drug regimen and follow-up.

Squeeze the wound and soak it in a bleach solution for 10 minutes: Squeezing and caustic agents such as bleach are not recommended. Wash the wound with soap and water.

Schedule PEP counseling for the next business day with an expert: Waiting a day loses time that matters for PEP. Expert consultation must not delay the first dose.

Occupational HIV exposure: wash with soap and water, report at once, and start PEP as soon as possible (within hours, no later than 72 hours). Do baseline and follow-up testing.

Answer: A

Start an interactive process to find effective, reasonable accommodations: Correct. Once an accommodation is requested, the employer should take part in a good-faith interactive process with the employee to identify limitations and effective accommodations, unless one would cause undue hardship.

Deny the request unless the employee files a formal written legal claim: Requests do not need to be in writing or use legal language. Any request for a change at work because of a medical condition starts the process.

Require the employee's full medical record before discussing the request: The employer may ask for reasonable documentation of the disability and the need for accommodation, but not the full medical record.

Move the employee to part-time work without asking for the employee's input: Making a change without discussion may not meet the employee's needs and can be an adverse action. The ADA expects an interactive process.

ADA accommodation: a request (even an informal one) triggers a good-faith interactive process, limited documentation and an effective accommodation unless it causes undue hardship.

Answer: D

Employed 8 months, 1,400 hours, at a site with 200 employees: Eligibility needs at least 12 months of employment. Eight months is not enough, even with enough hours.

Employed 3 years, 1,000 hours last year, site with 120 employees: Eligibility needs at least 1,250 hours worked in the 12 months before leave starts.

Employed 2 years, 1,500 hours last year, only 30 employees within 75 miles: The employer must have 50 or more employees within 75 miles of the worksite. Thirty is not enough.

Employed 14 months, 1,300 hours last year, 60 workers within 75 miles: Correct. This meets all three tests: 12 months of employment, 1,250 or more hours in the previous 12 months, and 50 or more employees within 75 miles. It allows up to 12 workweeks of job-protected leave.

FMLA eligibility: 12 months of employment, 1,250 hours in the past 12 months, and 50 or more employees within 75 miles. It provides up to 12 workweeks of unpaid, job-protected leave per year.

Answer: B

Lifting index 0.5, so the task carries acceptable risk: This divides RWL by load, which reverses the formula. The lifting index is load ÷ RWL.

Lifting index 2.0, so the task carries increased risk: Correct. LI = load ÷ RWL = 36 ÷ 18 = 2.0. An LI above 1.0 means increased risk of low back injury for some workers, so redesigning the task should be a priority.

Lifting index 18, so the task carries extreme risk: This subtracts the RWL from the load (36 - 18). The lifting index is a ratio, not a difference.

Lifting index 2.0, so the task is acceptable for trained staff: Training does not change the lifting index. An LI above 1.0 indicates elevated risk whatever the training level.

Revised NIOSH lifting equation: lifting index = load ÷ RWL. An LI of 1.0 or less is the goal; above 1.0 means increased risk; above 3.0 means many workers are at high risk. The load constant is 51 lb.

Answer: C

Tell the employer immediately so the driver can be removed from duty: A laboratory positive is not reported to the employer as verified until the MRO finishes the review, including the interview with the employee.

Order a new specimen from the driver to confirm the first result: Laboratories confirm non-negative screens by GC/MS or LC/MS. The MRO's role is medical review, not routinely collecting a new specimen.

Interview the driver for a valid medical reason before verifying: Correct. Under 49 CFR Part 40, the MRO reviews the result and gives the employee a chance to discuss it, such as a valid prescription, before reporting the test as verified positive or negative.

Choose the driver's substance abuse treatment and return-to-duty plan: Evaluation and treatment recommendations come from a Substance Abuse Professional (SAP), not the MRO.

In DOT testing, the MRO verifies laboratory results by checking for legitimate medical explanations before reporting to the employer. The SAP manages the return-to-duty process.

Answer: A

Keep to job performance and offer a confidential EAP referral: Correct. Supervisors address observable performance and make a confidential EAP referral. Assessment and diagnosis are left to EAP or clinical professionals.

Ask the employee directly whether depression is causing the drop: Supervisors should not diagnose or probe medical conditions. That risks ADA problems and damages trust.

Tell coworkers to watch the employee and report anything unusual: This invades privacy, can stigmatize the employee and is not an appropriate referral path.

Wait until performance gets bad enough to justify termination: Waiting gives up the chance for early help. EAP referral early on can resolve problems before discipline is needed.

Supervisory EAP referral: document and discuss job performance, not suspected diagnoses, and make a confidential referral to the EAP.