What is the ADA/Physical Demands Analysis?
When an accommodation request or a disability-related dispute lands on your desk, the class specification is the first document everyone reads, and it was probably written years before anyone imagined this situation. Essential functions blur into marginal duties, physical requirements were copied from a template ("must lift 50 pounds" on a desk job), and the language reads like it predates the interactive process entirely.
The ADA Analysis reviews a spec with those moments in mind. It evaluates whether the essential functions of the role are clearly identified and distinguishable from marginal duties, whether the stated physical requirements are job-related and supported by the actual work described, and whether the spec's language supports reasonable accommodation. Where the language falls short, Holly highlights the specific passages and suggests how they could be improved.
Note: This analysis uses AI to surface compliance considerations in the spec's language. It is not a legal determination of ADA compliance or advice on any accommodation decision. Review findings with your HR leadership or legal counsel.
Common Use Cases
Reviewing Physical Requirements That Predate the Job's Current Form
Physical demands sections accumulate from templates and old versions of the work. The analysis flags requirements the described duties don't support, which are exactly the ones that screen out candidates with disabilities without a defensible reason.
Preparing a Recruitment
Before a position posts, run the analysis to catch language that could discourage qualified candidates with disabilities from applying, or that misstates what the job physically requires.
Running This Analysis
The ADA Analysis runs on one spec at a time, from the spec's Analyze menu. For the steps, see How to Run an Analysis on a Class Specification.
Note: Your agency's configuration determines which analyses are included for your account, so this analysis may not be available to you. Questions about your configuration? Contact Holly Support at [email protected].
Understanding Your Results
The analysis appears in the floating analysis window and works through three questions:
Are essential functions clearly identified? Holly assesses whether the spec distinguishes the duties that define the job from the marginal ones, which is the distinction accommodation decisions turn on. Vague or undifferentiated duty lists are flagged.
Are physical requirements job-related and necessary? Each stated physical requirement is checked against the duties the spec actually describes. Requirements without a supporting duty are flagged for review.
Does the language support reasonable accommodation? Holly highlights phrasing that could conflict with accommodation obligations or discourage qualified candidates, and suggests improved language.
Treat flagged items as review candidates, not verdicts. A flagged physical requirement may be justified by knowledge of the job the spec doesn't capture; if so, the right fix is often to document that duty in the spec rather than dismiss the flag.