AND who with or without reasonable accommodations, can perform the essential functions of that position. ADA protects the disabled person as it relates to ANY employment practice, term, condition, or privilege of employment. Note that I did mention, known physical or mental limitations. So not only do you have to qualify for the position, but you need to make it known to the employer if you need accommodations in order perform the job or compete fairly for a job or promotion. One more term I want to define before going on to examples of reasonable accommodations is that of essential functions of the job.
Essential functions are the primary job duties of a position.
They are the reason that the job exists. It does not include the marginal or peripheral functions that are incidental to the primary job function. Let us also assume we meet the minimum qualifications of the job so we are a qualified individual. This is the hard part in getting or keeping a job. In some cases a qualified educational therapist may have to be consulted to help identify problem areas and recommend alternative ways to do a task.