<ul><li>Even if employees with a disability don’t need a reasonable accommodation to perform their job’s essential functions, they may still be entitled to one under the ADA.</li><li>The 2nd U.S. Circuit Court of Appeals held that an employee may qualify for a reasonable accommodation even if they can perform the essential functions of their job without an accommodation.</li><li>The court emphasized that accommodations that are not strictly necessary for an employee’s performance of essential functions may still be considered reasonable and required by the ADA.</li><li>In the specific case of a teacher with post-traumatic stress disorder, the court found that the request for a 15-minute break, even though the teacher could perform her job without it, may still be a reasonable accommodation.</li></ul>

ADA may require accommodation even if not strictly necessary, 2nd Circuit says

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