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www.hrgazette.com                          Mary E. Wright, Editor




                           What is an
                    “Essential Job Function?”
                (under workplace disability laws)



             Your personal shopper for HR news!
What laws establish the
 definition of “essential job
 functions?”                    • The Federal American’s
                                  with Disabilities Act
                                  (“ADA”)

                                • The California Fair
                                  Employment & Housing Act
                                  (“FEHA”)




www.hrgazette.com                                 Mary E. Wright, Editor
• The ADA and the FEHA
 What do the laws require?
                               both:
                               – Prohibit workplace disability
                                 discrimination.




www.hrgazette.com                                 Mary E. Wright, Editor
• The ADA and the FEHA
 What do the laws require?
                               both:
                               – Prohibit workplace disability
                                 discrimination.
                               – Require employer to engage
                                 in the “interactive process”
                                 with each disabled
                                 employee.




www.hrgazette.com                                 Mary E. Wright, Editor
• The ADA and the FEHA
 What do the laws require?
                               both:
                               – Prohibit workplace disability
                                 discrimination.
                               – Require employer to engage
                                 in the “interactive process”
                                 with each disabled
                                 employee.
                               – Require “reasonable
                                 accommodation” of a
                                 disabled employee.


www.hrgazette.com                                 Mary E. Wright, Editor
An employee is covered by
 What do the laws require?
                             the ADA and the FEHA if he
                             or she can:
                               – perform the “essential
                                 functions” of the job
                               – with or without reasonable
                                 accommodation.
                             This slide deck defines the
                             “essential functions” of a job.




www.hrgazette.com                                Mary E. Wright, Editor
• Employers must define the
 What do the laws require?
                               term “essential job
                               functions” to:
                               – Prepare job descriptions;




www.hrgazette.com                                Mary E. Wright, Editor
• Employers must define the
 What do the laws require?
                               term “essential job
                               functions” to:
                               – Prepare job descriptions;
                               – Handle requests for
                                 accommodation;




www.hrgazette.com                                Mary E. Wright, Editor
• Employers must define the
 What do the laws require?
                               term “essential job
                               functions” to:
                               – Prepare job descriptions;
                               – Handle requests for
                                 accommodation;
                                  • Determine if accommodation is
                                    needed;




www.hrgazette.com                                 Mary E. Wright, Editor
• Employers must define the
 What do the laws require?
                               term “essential job
                               functions” to:
                               – Prepare job descriptions;
                               – Handle requests for
                                 accommodation;
                                  • Determine if accommodation is
                                    needed;
                                  • Interact with the employee to
                                    find the best accommodation by
                                     – Job Modification or
                                     – Transfer



www.hrgazette.com                                    Mary E. Wright, Editor
• An “essential function” of
 The definition of              the job is a fundamental
 “essential job functions.”
                                duty of the position that an
                                applicant or employee
                                holds or desires to hold. A
                                job function may be
                                considered essential:

                                – If the reason the position
                                  exists is to perform that
                                  function.



www.hrgazette.com                                  Mary E. Wright, Editor
• A job function may be
 The definition of
 “essential job functions.”
                                considered essential:

                                – Because of the limited
                                  number of employees
                                  available among whom the
                                  performance of that job
                                  function can be distributed.




www.hrgazette.com                                 Mary E. Wright, Editor
• A job function may be
 The definition of
 “essential job functions.”
                                considered essential:

                                – The task or duty is so highly
                                  specialized, that the
                                  incumbent or candidate is
                                  hired for his or her expertise
                                  or ability to perform the
                                  particular task or duty.




www.hrgazette.com                                  Mary E. Wright, Editor
• Evidence of whether a
 The definition of
 “essential job functions.”
                                particular function
                                is essential includes, the
                                following:

                                – The employer's judgment.
                                – Accurate, current written job
                                  descriptions.
                                – Time spent performing the
                                  function.



www.hrgazette.com                                 Mary E. Wright, Editor
– The consequences of not
 The definition of              requiring performance of
 “essential job functions.”     the function.
                              – It is described in a Collective
                                bargaining agreement.
                              – Past incumbents perform
                                the duty.
                              – Current incumbents perform
                                the duty.
                              – Reference to the importance
                                of the job function in prior
                                performance reviews.



www.hrgazette.com                                 Mary E. Wright, Editor
The definition of
 “essential job functions.”   • “Essential functions” do
                                not include the marginal
                                functions of the position.




www.hrgazette.com                                Mary E. Wright, Editor
• “Marginal functions” are
 The definition of
 “essential job functions.”
                                those that:

                                – if not performed, would not
                                  eliminate the need for the
                                  job or
                                – could be readily performed
                                  by another employee or
                                – could be performed in an
                                  alternative way.



www.hrgazette.com                                 Mary E. Wright, Editor
• “Marginal functions” are
 The definition of
 “essential job functions.”
                                those that:

                                – if not performed, would not
                                  eliminate the need for the
                                  job or
                                – could be readily performed
                                  by another employee or
                                – could be performed in an
                                  alternative way.



www.hrgazette.com                                 Mary E. Wright, Editor
• Duty must in fact be
 The definition of
 “essential job functions.”
                                      essential.
  Holly v. Clairson Industries,
  492 F.3d 1247 (11th Cir. 2007).
                                      – Employees worked an
                                        assembly line.
                                      – Late arrival would stop line.
                                      – Employer had written
                                        punctuality requirement.
                                      – Employee did not work on
                                        assembly line.
                                      – Employee allowed to
                                        maintain discrimination suit.


www.hrgazette.com                                       Mary E. Wright, Editor
• Analyze each function to
 Employer Take-Aways
                         confirm that it is actually
                         essential to the job in
                         question as performed in
                         the workplace.
                       • Regularly review job
                         descriptions to ensure a
                         match between the
                         descriptions and the
                         essential functions.


www.hrgazette.com                          Mary E. Wright, Editor
www.hrgazette.com                                  Mary E. Wright, Editor




                      Of course, nothing in California is that easy.
                      there are all sorts of factual twists that can
                      change the way this material applies in
                      Your particular situation.

                      Send questions or comments to:
                      Mary Wright, Editor, HR Gazette



             Your personal shopper for HR news!
www.hrgazette.com                                        Mary E. Wright, Editor




                     Ubiquitous Disclaimer
                     HR Gazette does not provide legal advice.
                     The content of this slide deck is for
                     informational purposes only. Before using
                     this information – or any information you
                     get over the Internet – consult your lawyer.

                         Nothing takes the place of advice from a
                         lawyer who knows you and your business,
                         and who understands the laws of the state
                         in which your business is located.




             Your personal shopper for HR news!

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What is an "Essential Job Function" (under workplace disability laws)

  • 1. www.hrgazette.com Mary E. Wright, Editor What is an “Essential Job Function?” (under workplace disability laws) Your personal shopper for HR news!
  • 2. What laws establish the definition of “essential job functions?” • The Federal American’s with Disabilities Act (“ADA”) • The California Fair Employment & Housing Act (“FEHA”) www.hrgazette.com Mary E. Wright, Editor
  • 3. • The ADA and the FEHA What do the laws require? both: – Prohibit workplace disability discrimination. www.hrgazette.com Mary E. Wright, Editor
  • 4. • The ADA and the FEHA What do the laws require? both: – Prohibit workplace disability discrimination. – Require employer to engage in the “interactive process” with each disabled employee. www.hrgazette.com Mary E. Wright, Editor
  • 5. • The ADA and the FEHA What do the laws require? both: – Prohibit workplace disability discrimination. – Require employer to engage in the “interactive process” with each disabled employee. – Require “reasonable accommodation” of a disabled employee. www.hrgazette.com Mary E. Wright, Editor
  • 6. An employee is covered by What do the laws require? the ADA and the FEHA if he or she can: – perform the “essential functions” of the job – with or without reasonable accommodation. This slide deck defines the “essential functions” of a job. www.hrgazette.com Mary E. Wright, Editor
  • 7. • Employers must define the What do the laws require? term “essential job functions” to: – Prepare job descriptions; www.hrgazette.com Mary E. Wright, Editor
  • 8. • Employers must define the What do the laws require? term “essential job functions” to: – Prepare job descriptions; – Handle requests for accommodation; www.hrgazette.com Mary E. Wright, Editor
  • 9. • Employers must define the What do the laws require? term “essential job functions” to: – Prepare job descriptions; – Handle requests for accommodation; • Determine if accommodation is needed; www.hrgazette.com Mary E. Wright, Editor
  • 10. • Employers must define the What do the laws require? term “essential job functions” to: – Prepare job descriptions; – Handle requests for accommodation; • Determine if accommodation is needed; • Interact with the employee to find the best accommodation by – Job Modification or – Transfer www.hrgazette.com Mary E. Wright, Editor
  • 11. • An “essential function” of The definition of the job is a fundamental “essential job functions.” duty of the position that an applicant or employee holds or desires to hold. A job function may be considered essential: – If the reason the position exists is to perform that function. www.hrgazette.com Mary E. Wright, Editor
  • 12. • A job function may be The definition of “essential job functions.” considered essential: – Because of the limited number of employees available among whom the performance of that job function can be distributed. www.hrgazette.com Mary E. Wright, Editor
  • 13. • A job function may be The definition of “essential job functions.” considered essential: – The task or duty is so highly specialized, that the incumbent or candidate is hired for his or her expertise or ability to perform the particular task or duty. www.hrgazette.com Mary E. Wright, Editor
  • 14. • Evidence of whether a The definition of “essential job functions.” particular function is essential includes, the following: – The employer's judgment. – Accurate, current written job descriptions. – Time spent performing the function. www.hrgazette.com Mary E. Wright, Editor
  • 15. – The consequences of not The definition of requiring performance of “essential job functions.” the function. – It is described in a Collective bargaining agreement. – Past incumbents perform the duty. – Current incumbents perform the duty. – Reference to the importance of the job function in prior performance reviews. www.hrgazette.com Mary E. Wright, Editor
  • 16. The definition of “essential job functions.” • “Essential functions” do not include the marginal functions of the position. www.hrgazette.com Mary E. Wright, Editor
  • 17. • “Marginal functions” are The definition of “essential job functions.” those that: – if not performed, would not eliminate the need for the job or – could be readily performed by another employee or – could be performed in an alternative way. www.hrgazette.com Mary E. Wright, Editor
  • 18. • “Marginal functions” are The definition of “essential job functions.” those that: – if not performed, would not eliminate the need for the job or – could be readily performed by another employee or – could be performed in an alternative way. www.hrgazette.com Mary E. Wright, Editor
  • 19. • Duty must in fact be The definition of “essential job functions.” essential. Holly v. Clairson Industries, 492 F.3d 1247 (11th Cir. 2007). – Employees worked an assembly line. – Late arrival would stop line. – Employer had written punctuality requirement. – Employee did not work on assembly line. – Employee allowed to maintain discrimination suit. www.hrgazette.com Mary E. Wright, Editor
  • 20. • Analyze each function to Employer Take-Aways confirm that it is actually essential to the job in question as performed in the workplace. • Regularly review job descriptions to ensure a match between the descriptions and the essential functions. www.hrgazette.com Mary E. Wright, Editor
  • 21. www.hrgazette.com Mary E. Wright, Editor Of course, nothing in California is that easy. there are all sorts of factual twists that can change the way this material applies in Your particular situation. Send questions or comments to: Mary Wright, Editor, HR Gazette Your personal shopper for HR news!
  • 22. www.hrgazette.com Mary E. Wright, Editor Ubiquitous Disclaimer HR Gazette does not provide legal advice. The content of this slide deck is for informational purposes only. Before using this information – or any information you get over the Internet – consult your lawyer. Nothing takes the place of advice from a lawyer who knows you and your business, and who understands the laws of the state in which your business is located. Your personal shopper for HR news!