Dylan, a young man with developmental disabilities, was hired for a temporary employment position. After being hired but before starting the position, the employer added an additional job requirement that made it impossible for Dylan to do the job. Dylan argued that such additional requirement, mainly a driver’s license, was not essential to the job. Dylan reached out to us for assistance and together, we were able to work with the employer to make sure that Dylan was able to move forward with the position without a driver’s license. As he reflected upon his successful completion of the job, Dylan said,
“I showed them I could do this work”.
Know Your Rights: The ADA requires that the job requirements reflect the essential functions of the job. Employers should not use qualification standards, employment tests, or other selection criteria-like requiring a driver’s license or running a cash register-that may screen out applicants with disabilities.
