Did you see the latest viral TikTok, in which the TikToker complains that she was disrespected by a potential employer during an interview when she inquired about available accommodations for “time blindness” – a term apparently intended to describe her difficulty being on time? As of the writing of this blog, nearly 27,000 comments have been posted in response to this TikTok, the vast majority being rather critical of the poster, many suggesting the “accommodation” needed is an alarm clock or a greater sense of personal responsibility.

On the surface, it would be easy to dismiss this TikTok and move on. But is there an actual employment law issue here? Could “chaotic_philosopher” actually be entitled to a workplace accommodation for her apparent inability to be punctual?

The Americans with Disabilities Act (ADA) requires that employers provide reasonable accommodations to qualified individuals with a disability to enable them to perform their essential job functions. The underlined terms are important, so let’s look at each of them.

• A “qualified individual” for purposes of the ADA is an employee or applicant who meets the requirements for, and is able to perform the essential functions of, the position they hold or seek, either with or without a reasonable accommodation.

• “Essential job functions” are those duties and responsibilities that are fundamental to the position, and which cannot be modified without altering the nature of the job.

• A “disability” is a physical...

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