12.6 ADA-Ability to Perform Essential Functions-Factors is a subcategory of the Americans with Disabilities Act (ADA) that outlines the legal requirements for employers to provide reasonable accommodations to qualified individuals with disabilities so that they can perform the essential functions of a job. This includes evaluating a person’s ability to perform the essential functions of the job with or without reasonable accommodations, and determining the types of reasonable accommodations that must be provided in order to enable an individual with a disability to perform the essential functions of a job. The ADA outlines four factors for evaluating the ability of an individual with a disability to perform the essential functions of a job: 1. The nature and extent of the disability. 2. The job-relatedness of the accommodation. 3. The cost of the accommodation. 4. The impact of the accommodation on the operation of the employer's business. These factors must be taken into consideration when evaluating an individual’s ability to perform the essential functions of a job.
12.6 ADA-Ability to Perform Essential Functions-Factors
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FAQ
The ability to perform essential job functions, with or without a reasonable accommodation, determines if an applicant or employee with a disability is qualified for the job. Courts have upheld that an employer may decide which functions are essential to the job.
Essential functions are the basic job duties that an employee must be able to perform, with or without reasonable accommodation.
Examples of reasonable accommodations include providing interpreters, readers, or other personal assistance; modifying job duties; restructuring work sites; providing flexible work schedules or work sites (i.e. telework) and providing accessible technology or other workplace adaptive equipment.
Ing to the EEOC, ?essential functions are the basic job duties that an employee must be able to perform, with or without a reasonable accommodation,? in order to be qualified for a job.
Therefore, the candidate can perform that essential function of the position with a reasonable accommodation. If the candidate states that he or she cannot perform the essential functions of your position with or without reasonable accommodations, then that person is not qualified for the position.
The ADA requires reasonable accommodations as they relate to three aspects of employment: 1) ensuring equal opportunity in the application process; 2) enabling a qualified individual with a disability to perform the essential functions of a job; and 3) making it possible for an employee with a disability to enjoy equal
Reasonable accommodation is any change or adjustment to a job or work environment that permits a qualified applicant or employee with a disability to participate in the job application process, to perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those enjoyed by
Factors to consider in determining if a function is essential include: (1) whether the reason the position exists is to perform that function; (2) the number of other employees available to perform the function or among whom the performance of the function can be distributed; and (3) the degree of expertise or skill