This is because a person with a disability who is unable to perform the essential functions, with or without reasonable accommodation, -- that are applied uniformly to employees with and without disabilities.
However, an employer may have to provide reasonable accommodation to enable an employee with a disability to meet the production standard.
The Guidance addresses what constitutes a request for reasonable accommodation, the form and substance of the request, and an employer's ability to ask questions and seek documentation after a request has been made.
A cashier easily becomes fatigued because of lupus and, as a result, has difficulty making it through her shift.
These barriers may be physical obstacles (such as inaccessible facilities or equipment), or they may be procedures or rules (such as rules concerning when work is performed, when breaks are taken, or how essential or marginal functions are performed).
Reasonable accommodation removes workplace barriers for individuals with disabilities.
The Guidance also covers different types of reasonable accommodations related to job performance, including job restructuring, leave, modified or part-time schedules, modified workplace policies, and reassignment.
Questions concerning the relationship between the ADA and the Family and Medical Leave Act (FMLA) are examined as they affect leave and modified schedules.