Just for future reference as to this and other cases, it is important to understand a key concept for the ADA. Once you have a disability, you must reasonably accommodate. But not doing particular work or a task, including having others do it for you, is not an accommodation. Instead, the way it works is simple: you first identify essential duties. You then have to perform them. The accommodation is helping performance, as opposed to not having to do it in the first place.
Here is a hypothetical example of a company office professional. Judy has a visual disability and has trouble reading emails. Company can give her access to software with ear phones, so text is read out loud to her. She can also respond by voice recognition. Once this is done, she must perform all essential duties and cannot pick and choose which ones. She cannot later complain: “I wasn’t able to do collections last week because I had trouble reading the billing statements. That’s why Gloria did them for me ”.
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