Facts and Common Misconceptions:i.It is a common misconception that the ADA requires a business to hire disabled workersover able bodied workers. This is simply false because the ADA only applies to thequalified disabled individual (Fisher, 2023). To be qualified the individual must meet thelegitimate skills, education, experience, and other job-related requirements for theposition that he or she is seeking. This individual must also be able to perform theessential functions of the job without reasonable accommodation. The secondmisconception is that employers have to make all accommodations for a disabled worker(Fisher, 2023). The truth is that the law states that the employers do not have to undertakeaccommodations if doing so will cause them undue hardship. This means it would requiresignificant difficulty, expense, or significantly alter the operation of the business. Amongthe factors of whether the accommodation will cause the employer undue hardship is thecost of the accommodation as well as the employer's size and financial resources