Drafting Essential Functions
Last updated: 5/15
What are Essential Functions?
Essential job functions are job duties that an employee must perform.
Essential functions are not incidental job duties, which are extra or
secondary duties. A function may be essential if:
• The position was created for the purpose of performing the
function or job duty;
• There are a limited number of employees available who could
perform the function or job duty; and/or
• The function or job duty is highly specialized and the position
requires a special expertise or ability to perform the job duty.
Essential functions are specific to the individual position, not the position’s
job class. Essential functions are based on the work performed, not the
ability of the employee. It is also critical to separate the function from t he
method of performing the function.
How do I determine which job functions are
truly essential functions?
There are specific questions to ask when determining which functions of a
position are essential.
1. Is it important to the agency’s operation?
2. Is it performed with frequency?
3. Is there insufficient staff to reassign it?
4. Can it be redesigned or performed in another way?
5. Does the function require any specialization or expertise?
6. Would not requiring the function to be performed eliminate the
need for the position?
If any of the above criteria are met, the function is likely essential. An
understanding of the essential job functions aids in the process of
selecting legal and appropriate interview questions. In addition, an
employer may refer to those functions should an employee initiate a
request for a reasonable accommodation or FMLA leave. If a selective is
identified for the position, the selective must be correlated to an essential
function.
The employer has the right to determine the essential functions,
educational training requirements, and the performance standards of the
job, as long as standards and requirements are consistently applied and
are not established specifically to discriminate against people with
disabilities." (Baum, et al., 2004)