Under the Americans with Disabilities Act, what must an employer do regarding an employee with epilepsy?

Under the Americans with Disabilities Act, what must an employer do regarding an employee with epilepsy?

• A. Terminate immediately
• B. Evaluate ability to perform the job and not discriminate
• C. Require disclosure of medical records
• D. Cancel health benefits for the employee

Answer: (B)

The main idea is that employers must assess whether an employee with epilepsy can perform the essential duties of the job with reasonable accommodations and must not discriminate because of a disability. In practice, this means having an interactive conversation with the employee to identify potential accommodations—such as schedule adjustments, safety considerations, or other supports—that would allow safe, effective performance without causing undue hardship. The employee’s medical information should be kept confidential and used only to inform reasonable accommodations. Terminating employment, demanding medical records, or canceling health benefits solely because of epilepsy would not align with the protections provided by the ADA.

The main idea is that employers must assess whether an employee with epilepsy can perform the essential duties of the job with reasonable accommodations and must not discriminate because of a disability. In practice, this means having an interactive conversation with the employee to identify potential accommodations—such as schedule adjustments, safety considerations, or other supports—that would allow safe, effective performance without causing undue hardship. The employee’s medical information should be kept confidential and used only to inform reasonable accommodations. Terminating employment, demanding medical records, or canceling health benefits solely because of epilepsy would not align with the protections provided by the ADA.