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Posts tagged "ADA"

Gunter v. Bemis Co., Inc., No. 17-6144 (6th Cir. Oct. 16, 2018)

Through careful advocacy, a former factory worker with lifting restrictions preserves most of his jury verdict in an ADA discrimination case - $181,522.61 in back pay and $92,000 in compensatory damages - and is remanded to the district court for an award of front pay.

Exby-Stolley v. Bd. of Cnty. Comm'rs, No. 16-1412 (10th Cir. Oct. 11, 2018)

The Tenth Circuit produces a clear circuit split on an issue now poised for Supreme Court review: must a ADA plaintiff challenging an employer's failure to reasonably accommodate a disability prove an adverse employment action? The panel splits two-to-one on this issue, in favor of the employer.

EEOC v. BNSF Ry. Co., No. 16-35457 (9th Cir. Aug. 29, 2018)

May an employer charge a job applicant for the cost of a post-offer medical review, when the employer believes that the applicant has a medical impairment? The Ninth Circuit holds "no" under the ADA, affirming a judgment on behalf of an employee who was asked to pay for his own MRI.

EEOC v. Dolgencorp, LLC, No. 17-6278 (6th Cir. Aug. 7, 2018)

The Sixth Circuit affirms a jury award in an ADA case of $27,565 in back pay and $250,000 in compensatory damages, awarded to a dollar-store clerk who was fired for grabbing orange juice from the store fridge twice during diabetic episodes. The panel notes, among other things, that the failure to provide a reasonable accommodation can itself be direct evidence of discrimination.

Rogers v. Henry Ford Health Sys., No. 17-1998 (6th Cir. July 31, 2018), and Batson v. The Salvation Army, No. 16-11788 (11th Cir. July 31, 2018)

Two opinions this week highlight the power of retaliation claims: in each case, the principal discrimination claim failed on summary judgment, yet the retaliation claim was remanded for trial.

Hostettler v. College of Wooster, No. 17-3406 (6th Cir. July 17, 2018)

The Sixth Circuit holds that full-time, in-office attendance is not a per se "essential function" for purposes of the ADA, and must be established just like any other element of the claim. The court vacates summary judgment and remands a claim brought under the ADA, Title VII, and the FMLA that the employee needed a reduced schedule to accommodate her post-partum depression and separation anxiety.

Faidley v. United Parcel Service of America, Inc., No. 16-1073 (8th Cir. May 11, 2018) (en banc); Snapp v. Burlington Northern Santa Fe Railway Co., No. 15-35410 (9th Cir. May 11, 2018)

ADA opinions released in the Eighth and Ninth Circuits today underscore that the burden of proof, ultimately, is always on the employee to show that the employer failed to provide a reasonable accommodation. These serve as a reminder to disabled employees and counsel that when seeking reassignment as an accommodation, it is vital to request the reassignment clearly and to set one's sights realistically.

Mosby-Meachem v. Memphis Light, Gas & Water Div., No. 17-5483 (6th Cir. Feb. 21, 2018)

The Sixth Circuit affirms a jury verdict for an in-house lawyer in Tennessee, including $92,000.00 in compensatory damages and $18,184.32 in backpay. The court holds that the jury could have found that the employer violated the Americans with Disabilities Act (and state law) duty to accommodate, by failing to allow a ten-week period of telecommuting during the lawyer's pregnancy bedrest.

Lewis v. City of Union City, Ga., No. 15-11362 (11th Cir. Dec. 15, 2017)

In the ceaseless struggle over what is meant by "similarly situated," an Eleventh Circuit splits over whether the plaintiff - a Black woman detective with a heart condition - presented enough evidence that two white male officers who failed a physical-fitness requirement were treated better. The case also considers, for an ADA claim, whether receiving a Taser shock or pepper spraying in training was an "essential function" of the job.

Caldwell v. KHOU-TV, No. 16-20408 (5th Cir. Mar. 6, 2017)

One way that an employee can circumstantially prove discrimination is by showing that the employer offered shifting and inconsistent rationales for its adverse action. The Fifth Circuit returns this ADA and FMLA retaliation case back for a jury to decide on just that rationale.

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