Found near headnotes 6 and 7, that “much of the information which determines those essential functions lies uniquely with the employer. For example, the ADA and its implementing regulations direct us to consider, among other things, the following: “the employer’s judgment as to what functions of a job are essential,” 42 U.S.C. § 12111(8); job descriptions prepared before advertising or interviewing applicants, id.; “[t]he consequences of not requiring the employee to perform the function,” 29 C.F.R. § 1630.2(n)(3)(iv) (1994); and the work experience of current and former employees. 29 C.F.R. §1630.2(n)(3)(vi), (viii) (1994).