Came across the following for a job opening for a bartender (I won't disclose the name of the company):
This language was included in the ad as proof (1) that the employer complies with certain laws and (2) as notice to applicants of what is required to do the job.
Those "certain laws" would be the federal Americans With Disabilities Act (ADA) and the New York State Human Rights Law (NYSHRL or HRL), which is interpreted by courts more or less in line with the federal ADA. Both the federal and the state laws are meant to protect "qualified individuals with a disability" from being discriminated against--being fired, having their pay/hours cut, being demoted, etc.--because of a disability.
But to be in the "class" of those who are protected by the ADA or HRL, an individual has to fall within a narrow window--you have a qualifying disability (not everything that seems like a disability is recognized by courts or Congress or New York State as a qualifying disability) yet you can still perform the "essential functions of the job" with or without a reasonable accommodation. And that is why the ad went into so much detail about the "essential functions of the job" of a bartender--this is what we expect of our bartenders.
Thus, for instance, an employee can be so disabled (say he/she can't lift 30 pounds, or can't be on their feet during the whole shift, or has to take extended leaves of absence from work) that he/she cannot perform the "essential functions of the job" even with a "reasonable accommodation". In that case, he/she could not successfully sue the employer for discrimination if they got fired because they are not a "qualified individual with a disability". That person would fall outside the protections of the ADA or HRL.
Also, by including this language in the ad, a bartender who is later terminated for, say, not being able to stand on their feet for the whole shift, cannot say, "No one ever told me I'd have to stand on my feet for hours at a time! I can't, I'm disabled." The employer can point to the ad and say, no, we said that was an "essential function of the job" in the ad.
Sounds confusing? That's why employers need us. Of course, as always, this post only scratches the surface of this topic.
STUFF OUR ATTORNEYS MAKE US WRITE:You should be thanking those attorneys for protecting you in case of a lawsuit.
The physical demands described here are representative of those that must be met by a Team member to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this position, the Team member will regularly be required to:
Work days, nights, and/or weekends as required.
Work in environments with both hot and cold temperatures such as freezers and around cooking equipment.
Work in noisy, fast paced environment with distracting conditions.
Read and write handwritten notes.
Lift and carry up to 30 pounds.
Move about facility and stand for long periods of time.
Walk or stand 100% of shift.
Reach, bend, stoop, mop, sweep and wipe frequently.
The above statements are intended to describe the general nature and level of work being performed by individuals assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required of personnel so classified in this position.
This language was included in the ad as proof (1) that the employer complies with certain laws and (2) as notice to applicants of what is required to do the job.
Those "certain laws" would be the federal Americans With Disabilities Act (ADA) and the New York State Human Rights Law (NYSHRL or HRL), which is interpreted by courts more or less in line with the federal ADA. Both the federal and the state laws are meant to protect "qualified individuals with a disability" from being discriminated against--being fired, having their pay/hours cut, being demoted, etc.--because of a disability.
But to be in the "class" of those who are protected by the ADA or HRL, an individual has to fall within a narrow window--you have a qualifying disability (not everything that seems like a disability is recognized by courts or Congress or New York State as a qualifying disability) yet you can still perform the "essential functions of the job" with or without a reasonable accommodation. And that is why the ad went into so much detail about the "essential functions of the job" of a bartender--this is what we expect of our bartenders.
Thus, for instance, an employee can be so disabled (say he/she can't lift 30 pounds, or can't be on their feet during the whole shift, or has to take extended leaves of absence from work) that he/she cannot perform the "essential functions of the job" even with a "reasonable accommodation". In that case, he/she could not successfully sue the employer for discrimination if they got fired because they are not a "qualified individual with a disability". That person would fall outside the protections of the ADA or HRL.
Also, by including this language in the ad, a bartender who is later terminated for, say, not being able to stand on their feet for the whole shift, cannot say, "No one ever told me I'd have to stand on my feet for hours at a time! I can't, I'm disabled." The employer can point to the ad and say, no, we said that was an "essential function of the job" in the ad.
Sounds confusing? That's why employers need us. Of course, as always, this post only scratches the surface of this topic.
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