5%), the glucose systems showed smaller differences (Figure 2), except Precision G and Precision QID, for which smaller differences were observed at the lowest hematocrit.
Precision G and Precision QID were tested with 2 quality control levels.
The Precision G and Precision QID systems were tested within their vendor-specified hematocrit ranges (Table 1).
But, if the QID is not offered the position -- whether this occurs after or in lieu of a discussion about reasonable accommodation -- the employer may be sued for refusing to hire this person, in violation of the ADA.
Personnel will then use information from all relevant sources such as accounting and risk management to conduct an ADA analysis to determine whether the injured employee is a QID (presumably, this will be so), and whether the injured employee is able to perform the duties of available jobs for which he or she is qualified under the ADA's reasonable accommodation standard.
The ADA and the EEOC recognize "undue burden" as a valid defense to providing reasonable accommodations to QIDs.