Display And Ability To Function

Download the form here on our FAE services page.
Quick Overview:

The display and ability to function is an important aspect when assessing disability claims. It involves evaluating the individual’s physical, cognitive, and emotional capabilities in relation to their job requirements. Here are five supporting facts about this topic:

1. Display: The term “display” refers to how a person presents themselves physically while performing their job duties. This includes factors such as posture, gait, coordination, and mobility.

2. Ability to Function: The ability to function relates to an individual’s capacity to perform tasks required for their employment successfully. It encompasses various aspects like strength, endurance, dexterity, concentration, memory, and problem-solving skills.

3. Assessment Process: Assessing the display and ability to function typically involves a combination of medical evaluations conducted by healthcare professionals along with functional assessments performed by occupational therapists or vocational experts.

4. Job Demands Analysis (JDA): A JDA helps identify the specific physical and mental demands of a particular job role or occupation. This analysis provides valuable information for determining whether an individual can meet these demands given their display and ability to function.

5. Legal Considerations: When assessing disability claims related to the display and ability to function, it is essential to consider jurisdiction-specific laws regarding accommodation requirements for individuals with disabilities.


Q1: What types of disabilities are considered under the display and ability-to-function assessment?
A1: Any type of disability that affects an individual’s physical or mental capabilities can be considered when conducting this assessment.

Q2: Who conducts the evaluation process for assessing display and ability-to-function?
A2: Typically, healthcare professionals such as physicians conduct medical evaluations while occupational therapists or vocational experts perform functional assessments.

Q3: How long does the assessment process take?
A3: The duration varies depending on several factors like complexity of the case, availability of relevant medical records/documentation, scheduling conflicts between parties involved in the assessment process etc., making it difficult to provide a specific timeframe.

Q4: Can an individual request accommodations based on the results of this assessment?
A4: Yes, if the assessment identifies limitations in an individual’s display or ability to function, they may be entitled to reasonable accommodations under disability laws and regulations.

Q5: Are there any legal requirements for employers regarding the display and ability-to-function assessments?
A5: Yes, employers have a duty to accommodate individuals with disabilities up to the point of undue hardship. This includes considering their display and ability-to-function when determining suitable accommodations.

Q6: How are conflicting medical opinions handled during this assessment process?
A6: Conflicting medical opinions can be addressed through further evaluations by independent healthcare professionals or through mediation processes involving all parties involved in the claim.

Q7: Can an employer deny employment based solely on the results of this assessment?
A7: Employers cannot discriminate against potential employees solely based on their disabilities unless it can be demonstrated that they cannot perform essential job duties even with reasonable accommodations.


The display and ability-to-function assessments play a crucial role in evaluating disability claims. It involves assessing an individual’s physical, cognitive, and emotional capabilities in relation to job requirements. Compliance with jurisdiction-specific laws is vital throughout the evaluation process. Employers must consider these assessments when determining suitable accommodation options for individuals with disabilities.