'Other duties' may be essential under ADA.

Can "other duties as assigned" be considered essential tasks when it comes to setting ADA accommodations? That's an important question, because the ADA only protects employees capable of performing the essential functions of their jobs.

Recent case: Dorothy was a receptionist at Birch Care, a nursing home. Her job description said she might have to perform other duties. After she fell at work, her doctors placed limitations on her work, including not sitting for extended periods. To avoid the restrictions, Dorothy was assigned to work in the dining hall. After much back and forth about what she could and could not do and the nature of the dining hall assignment, Dorothy quit.

Then she filed an ADA lawsuit alleging Birch Care failed to accommodate her...