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Before BRISCOE, SEYMOUR, and LUCERO, Circuit Judges.

This case requires us to determine whether a job function that is rarely required in the normal course of an employee’s duties may nonetheless be an essential job function under the Americans with Disabilities Act, 42 U.S.C. § 12101 et seq. (“ADA”). We conclude that when the potential consequences of employing an individual who is unable to perform the function are sufficiently severe, such a function may be deemed essential. We further conclude that it is unreasonable for an employee to demand identical job duties less the disputed essential job requirement, regardless of the label given to the proposed accommodation.

 
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