Define: Essential Job Functions

Essential job functions are the fundamental duties and responsibilities that are necessary for a particular job. These functions are typically outlined in a job description and are crucial for the successful performance of the job.

Yes, an employer can modify essential job functions if it is deemed necessary due to changes in the job or business needs. However, any modifications should still ensure that the core duties and responsibilities of the job are maintained.

No, under the Americans with Disabilities Act (ADA), employers are required to provide reasonable accommodations to employees with disabilities, which may include modifying or eliminating certain essential job functions. However, if the accommodation would cause undue hardship to the employer, they may be exempt from making the accommodation.

Yes, if an employee is unable to perform the essential job functions, even with reasonable accommodations, an employer may terminate their employment. However, it is important for employers to engage in an interactive process with the employee to explore possible accommodations before making a termination decision.

No, employers should communicate any changes to essential job functions to the employee. It is important to maintain transparency and provide employees with clear expectations regarding their job responsibilities.

No, employers are not required to hire individuals who are unable to perform the essential job functions, even with reasonable accommodations. However, employers should ensure that their hiring practices comply with anti-discrimination laws and do not discriminate against individuals with disabilities.

Yes, an employer can require an employee to perform essential job functions that are not explicitly listed in their job description. Job descriptions are not exhaustive and can be modified as needed to meet the evolving needs of the job or business.

Yes, if an employee consistently fails to perform essential job functions, an employer may take disciplinary action, including warnings, retraining, or even termination. However, employers should ensure that their disciplinary actions are consistent and in compliance with applicable employment laws.

Yes, employers can refuse to hire someone if they are unable to perform the essential job functions, even with reasonable accommodations. However, employers should be cautious to avoid discriminatory practices and ensure that their hiring decisions are based on legitimate job-related criteria.

Yes, employees can request modifications to essential job functions if they believe it would enable them to perform their job effectively. Employers should consider such requests in good faith and engage in an interactive process to determine if reasonable accommodations can be made.