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Don’t let these three manager mistakes undermine your company’s business judgment on ADA essential job functions.

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The Americans with Disabilities Act prohibits discrimination against “qualified individuals with disabilities.” A qualified individual can perform the essential functions of their job with or without accommodation. While not the be-all-and-end-all, an employer’s business judgment about what job functions are essential carries substantial weight under the ADA. Still, courts often consider whether a particular job function is essential on a case-by-case basis.

Last night, I read a federal court opinion highlighting three ways employers and their managers can create uncertainty about which job functions are essential.

1. Creating exceptions to work rules.

The case I read involved an employee who

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