Build an ADA reasonable-accommodation issues list from the role and medical documents
Key facts
- Human involvement
- YellowClose supervision
- How AI is used
- List the essential functions described in the role documents, the limitation the file records, and each accommodation that has been requested or tried. Write no medical opinion and no determination.
- What the lawyer must review
- Title I of the ADA prohibits a covered entity from discriminating against a qualified individual on the basis of disability in job application procedures, hiring, advancement, discharge, compensation, job training and other terms, conditions and privileges of employment (42 U.S.C. § 12112(a)). Discrimination includes not making reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless the covered entity can demonstrate undue hardship (42 U.S.C. § 12112(b)(5)(A)). It also includes using qualification standards or tests that screen out an individual with a disability unless they are job-related and consistent with business necessity (42 U.S.C. § 12112(b)(6)). A covered entity shall not conduct a medical examination or make disability inquiries of a job applicant except as § 12112(d) allows, including an employment entrance examination after an offer if all entering employees are examined. You decide whether an accommodation is required. Do not put medical records into a public tool.
- Written for / version
- United States versionUS
Who does what
| Role | What they do |
|---|---|
| Assistance | Consider narrowly defined preparation support after confirming the tool’s capability and permitted scope. |
| Lawyer | Set the scope, supervise the work closely, verify every part relied on, resolve omissions and exceptions, and approve the exact output. |
Checklist
- Calculate operative dates independently from the current rule and actual triggering event. Check exceptions and record the verified deadline.
- Confirm that the actual tool, feature and processing terms permit use of this information, including access, retention, training and disclosure conditions.
- Confirm the output against the client’s instructions and the complete relevant source material, including omissions or contradictions.
- Resolve exceptions and record the responsible lawyer’s approval of the exact output and intended use.