What criteria must be assessed when determining essential job functions under the ADA?

When determining essential job functions under the Americans with Disabilities Act (ADA), the primary focus is on the specific duties required for job performance. Essential functions are those core tasks that are fundamental to the position. These are the responsibilities that an employee must be able to perform with or without reasonable accommodation.

Criteria for assessing essential job functions might include the job description, the amount of time spent performing these duties, the consequences of not requiring a specific individual to perform the function, and the work experience of past employees in the same role. This approach ensures that the evaluation is based on the actual job requirements rather than subjective elements that may not directly relate to job performance.

In contrast, examining an employee's physical appearance, the length of time spent in training, and the salary level associated with the job do not provide relevant insights into what constitutes essential functions. Instead, these factors can lead to misunderstandings about an employee's qualifications and capabilities under the ADA framework, which is designed to eliminate discrimination based on disability and promote a fair assessment of individuals based on their ability to perform vital job functions.