Whether the ADA's reasonable accommodation requirement is limited to accommodations that enable an employee to perform the essential functions of a position and accommodations that provide equal access to a program or service provided by the employer that is not directly job-related

QUESTION PRESENTED The Americans with Disabilities Act (ADA) prohibits a covered employer from discriminating in the “terms, conditions, and privileges of employment” against a qualified individual with a disability. The forbidden discrimination includes failing to “mak[e] reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual with a disability.” The question presented is: Is the ADA requirement of reasonable accommodation of employees with disabilities limited to —accommodations that enable an employee to perform the essential functions of a position, and —accommodations that provide equal access to a program or service that is provided or sponsored by the employer and that is not directly job-related? li PARTIES The plaintiff is Perry Hopman. The defendant is the Union Pacific Railroad.