To determine whether a task is an essential function of a job,courts weigh a variety of evidence including all of the following except:

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In Adair v. City of Muskogee, a city firefighter brought action against the City of Muskogee, alleging that his termination violated the ADA. To determine whether a particular function is essential, the court considered: 1) The employer's judgment as to which functions are essential; 2) Written job descriptions; 3) The time spent performing the particular function; 4) The consequences if the individual cannot perform the function; 5) Any collective-bargaining agreement; 6) The work experience of those in the position in the past; and 7) The current work experience of those in similar positions. Despite the requirement that firefighters must be able to rescue-drag or carry victims weighing up to 200 pounds to safety, the employee was only able to lift 105 pounds occasionally and 90 pounds frequently. The court found that the City would substantially risk that particular firefighter, would be unable to rescue someone, or would severely injure himself during a fire. The court further rejected the employee's argument that he should be excused from the lifting requirement because he had never been required to lift 200 pounds during the four years he had been on the job. Therefore, because the firefighting function and these other requirements are essential whenever the need arises, regardless of how frequent they may be, the court found that the city had not violated the ADA in terminating the employee.

To Determine Whether a Task Is an Essential Function of a Job,courts