Under the ADA, a 'qualified individual with a disability' is someone who, with or without reasonable accommodation, can perform the essential functions of the job.

Under the ADA, a 'qualified individual with a disability' is someone who, with or without reasonable accommodation, can perform the essential functions of the job.

• A. An individual who can perform essential functions with or without reasonable accommodation
• B. A person with any disability
• C. Anyone who is employed by a company
• D. A person who requires no accommodations

Answer: (A)

The essential idea is that a qualified individual with a disability is someone who can perform the essential functions of the job with or without reasonable accommodation. The law focuses on ability to do the core duties of the position, not on having no disability or on needing no help at all. Reasonable accommodations are permitted to help overcome barriers so those core duties can be performed, and needing an accommodation does not by itself disqualify someone as qualified as long as they can still perform those essential functions. That’s why this statement is the best fit: it states that the person can carry out the essential functions of the job with or without reasonable accommodation. The other options misalign with the standard: a disability alone isn’t enough to define qualification if the person can’t perform essential functions even with accommodations; employment status doesn’t determine qualification under the ADA; and requiring zero accommodations would exclude individuals who need them to perform those essential duties.

The essential idea is that a qualified individual with a disability is someone who can perform the essential functions of the job with or without reasonable accommodation. The law focuses on ability to do the core duties of the position, not on having no disability or on needing no help at all. Reasonable accommodations are permitted to help overcome barriers so those core duties can be performed, and needing an accommodation does not by itself disqualify someone as qualified as long as they can still perform those essential functions.

That’s why this statement is the best fit: it states that the person can carry out the essential functions of the job with or without reasonable accommodation. The other options misalign with the standard: a disability alone isn’t enough to define qualification if the person can’t perform essential functions even with accommodations; employment status doesn’t determine qualification under the ADA; and requiring zero accommodations would exclude individuals who need them to perform those essential duties.