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https://www.eeoc.gov/facts/jobapplicant.html

Q: Is it a reasonable accommodation to request to remove all the oral interviews for a candidate programmer who has, for instance, social phobia? Or the requirement to allow her to work mostly from home?

Q: How the difference between essential and non-essential job function is determined? For instance, can the employer say that the ability to work under pressure is essential for the job? (given that this position is for a programmer rather than an air traffic controller)

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    This is pretty much a facts and circumstances question. It depends upon the nature of the disability and the nature of the job. There are a lot of programming jobs for which interacting in person is an essential job requirement, but perhaps not all of them.
    – ohwilleke
    May 31 '19 at 23:22
  • @ohwilleke i.e. the question is - how does the law define what is an essential job requirement and what is not?
    – user855286
    Jun 4 '19 at 16:51
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    @user855286 As I understand it, the law does not define what is an "essential function" in any detail, leaving it to a court to rule if something is or is not when a specific case comes up. Jun 4 '19 at 16:58
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    I can tell you from experience that there are some programming projects where a program is created entirely from written specifications with no in-person interaction at all. That is not the most common situation, but it does happen, particularly in short-term consulting situations. Jun 4 '19 at 17:04
  • @David Siegel in your opinion, is it a reasonable accommodation to communicate in writing instead of in person?
    – user855286
    Jun 4 '19 at 17:35

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