Suppose that you employ someone who, during the course of his employment, becomes disabled. This disability makes it impossible for the employee to perform his current job.\r\n\r\nMeanwhile, there is another open position that your company has been looking to fill. In fact, you found a highly-qualified candidate. Except, here\u0027s the thing: The disabled employee is also qualified to perform this job—just not as qualified.\r\n\r\nThe Americans with Disabilities Act (ADA) requires an employer to provide a reasonable accommodation to a qualified individual with a disability where doing so will allow that individual to perform the essential functions of the job without creating undue hardship for the employer. One such accommodation is a transfer to another open position for which the employee is qualified.\r\n\r\nDoes the ADA require minimally-qualified disabled employees to be granted special preferences in hiring over nondisabled applicants?