An employee must be able to do the essential (not every) function of his or her job in order for the change in job duties to be considered an accommodation under the ADA. Flexible hours, working from home, and so on may or may not enable the employee to do those essential functions. For example, certain jobs require more "face time" and being at the work site most of the time. Others are tuned to certain hours of the day. A small workforce doesn’t have the numbers to accommodate the loss of a worker at those hours, and no workplace can accommodate unpredictable hours. If the employer deletes specific essential functions even briefly, the employer is de facto giving the employee a new job with all the consequences to job tenure, salary, and other factors.