••• This pamphlet will provide managers LOOK AT EVERY JOB WHAT ARE and supervisors with the information In determining whether a function is “ESSENTIAL FUNCTIONS?” necessary to determine essential job essential consider: All positions should have written job functions as addressed in the . descriptions that include the essential are the duties of a the supervisor’s judgment as to which Essential Functions functions of the position. functions are essential; position that must be performed by the incumbent a reasonable WHY ESSENTIAL FUNCTIONS? with or without a written job description prepared before accommodation. Functions may be advertising or interviewing applicants; resources such as job descriptions and considered essential for several reasons: and personal observations, supervisors and managers should carefully examine each The Americans with Disabilities Act the employee is actually required to other commonsense indicators such as position in their area in order to: perform that function; (ADA) is a federal law that establishes the actual work experience of present or guidelines to ensure that people with former employees in the job. determine essential functions on a the job exists to perform that function; disabilities enjoy the same employment basis; and opportunities and benefits available to Marginal duties that are not considered the function requires specialized skills persons without disabilities. This may essential can often be reassigned to other ensure that essential job functions are or expertise and the person is hired for employees without interfering with the require an employer to provide a identified and clearly documented for that expertise; performance of the essential functions of the reasonable accommodation to a qualified job; and job. individual with a disability. there are only a limited number of distinguish between essential and marginal employees available to perform the ••• functions. function; An employee is required under the to the amount of time spent performing the perform the essential functions of IDENTIFICATION OF ESSENTIAL function; his/her job with or without a reasonable FUNCTIONS accommodation. Reasonable the consequences of the function not For more information on the accommodations may include modifying performed; or Commonwealth’s Disability-Related By accurately identifying the essential existing equipment or facilities, Employment policy, see Management job functions, you will have taken the restructuring the job, providing assistive the terms of a collective bargaining Directive 205.25. first step in responding to requests for devices and/or altering work methods. agreement. accommodation and clarifying possible areas of confusion.
This pamphlet will provide managers and supervisors with the information necessary to determine essential job functions as addressed in the . WHY ESSENTIAL FUNCTIONS? The Americans with Disabilities Act (ADA) is a federal law that establishes guidelines to ensure that people with disabilities enjoy the same employment opportunities and benefits available to persons without disabilities. This may require an employer to provide a reasonable accommodation to a qualified individual with a disability. An employee is required under the to perform the essential functions of his/her job with or without a reasonable accommodation. Reasonable accommodations may include modifying existing equipment or facilities, restructuring the job, providing assistive devices and/or altering work methods. WHAT ARE “ESSENTIAL FUNCTIONS?” Essential Functions are the duties of a position that must be performed by the incumbent with or without a reasonable accommodation. Functions may be considered essential for several reasons: the employee is actually required to perform that function; the job exists to perform that function; the function requires specialized skills or expertise and the person is hired for that expertise; there are only a limited number of employees available to perform the function; the amount of time spent performing the function; the consequences of the function not performed; or the terms of a collective bargaining agreement. ••• In determining whether a function is essential consider: the supervisor’s judgment as to which functions are essential; a written job description prepared before advertising or interviewing applicants; and other commonsense indicators such as the actual work experience of present or former employees in the job. Marginal duties that are not considered essential can often be reassigned to other employees without interfering with the performance of the essential functions of the job. ••• IDENTIFICATION OF ESSENTIAL FUNCTIONS By accurately identifying the essential job functions, you will have taken the first step in responding to requests for accommodation and clarifying possible areas of confusion. LOOK AT EVERY JOB All positions should have written job descriptions that include the essential functions of the position. resources such as job descriptions and personal observations, supervisors and managers should carefully examine each position in their area in order to: determine essential functions on a basis; and ensure that essential job functions are identified and clearly documented for job; and distinguish between essential and marginal functions. For more information on the Commonwealth’s Disability-Related Employment policy, see Management Directive 205.25.
disability-essential-functions.docx