This post was originally published on this site
A
recent Second Circuit decision underscores a critical point under the Americans with Disabilities Act (ADA) that employers often overlook: an employee who can perform the essential functions of their job without an accommodation may still have a viable failure-to-accommodate claim.
T
he case involved a teacher with PTSD who sued her employer after it stopped honoring a long-standing accommodation that allowed her to take short breaks off-campus during prep periods. Even though she managed to perform her duties without the breaks—albeit under significant psychological strain—the appellate court ruled that her claim could p
r
oceed. The district court had previously granted summary