"At issue in this case is whether a telecommuting arrangement could be a reasonable accommodation for an employee suffering from a debilitating disability." The Sixth Circuit, in a 2-1 split opinion, holds that the EEOC is entitled to a trial on behalf of an employee with irritable bowel syndrome ("IBS") for ADA discrimination and retaliation. The panel majority holds, in the course of its analysis, that a four-day-a-week telecommuting schedule might be considered a reasonable accommodation.
As recently noted here (see entry for January 26, 2014), the U.S. Courts of Appeals are just now deciding the next generation of disabilities-discrimination law cases governed by the 2008 Americans With Disabilities Act amendments (ADAAA). Here, the Eleventh Circuit notes - in a case reversing summary judgment for an employee in chronic pain - that some of its prior, more restrictive case law must now be reconsidered. (And, as an added bonus, the employee also earns a reversal of his age discrimination claim.)
The Sixth Circuit sends back for trial an ADA and Family and Medical Leave Act case, where the employee - returning from medical leave, but still experiencing health difficulties - was forced to work beyond his medical restrictions. He was allegedly told by a Vice President of the company, shortly before his termination, that (1) the employer was not covered by the FMLA, and (2) the employee was a "liability" to the company. The panel holds that there is sufficient evidence that the company, while employing fewer than the necessary fifty employees mandated by the FMLA, was an "integrated employer" with a larger affiliated company.
The panel majority in this Eleventh Circuit appeal reverses summary judgment in an ADA and Florida state law claim. It holds that FedEx possibly imposed an impermissible qualification standard on a job applicant with diabetes, by insisting that he pass a federal Department of Transportation medical certification for a mechanic's position that was not otherwise subject to the Federal Motor Carrier Safety Regulations (FMCSRs).
In a dramatic turnabout for the plaintiff, the Sixth Circuit not only reverses summary judgment in this ADA case - holding that There was a genuine dispute of material fact whether a monocular firefighter could perform the essential functions of his job - but then disqualifies the original district court judge in the case on the grounds of appearance of partiality, when that judge arbitrarily limited plaintiff's discovery and then scolded him (groundlessly) for violating a court order.
As the U.S. Courts of Appeals finally begin to decide disabilities cases governed by the ADA Amendments Act of 2008 (ADAAA), we'll begin to see transformational decisions like this one. Contrary to prior case law, the Fourth Circuit holds that an employee's temporary condition - here, "broken legs and injured tendons [that] render him completely immobile for more than seven months" - may constitute a disability.
"Steven Smothers worked for Solvay Chemical, Inc. ('Solvay') for 18 years until Solvay fired him, ostensibly because of a first-time safety violation and a dispute with a coworker." The Tenth Circuit reverses summary judgment in this ADA and FMLA case, holding that the employee created a genuine dispute of material fact about whether Solvay singled him out for harsher treatment than his coworkers. The company, according to the summary judgment record, committed the rookie HR mistake of not allowing the employee to present his side of the story.
Any employer that fires a disabled worker on the heels of a request for an ADA workplace accommodation - and entirely disregards a doctor's recommendation - is nothing if not buying trouble. The Seventh Circuit reverses summary judgment on just such a claim, holding that the employee presented a genuine dispute of material fact when she was fired just days after filing paperwork from her physician requesting scheduled rest periods. The record includes deposition testimony by a decision maker that "I don't believe that the doctor is in a position to make that determination. It is his opinion."
The Sixth Circuit reverses summary judgment in an ADA case involving the operation of heavy equipment with a prosthetic leg. The court holds that it is prospectively for a jury, not a judge, to decide whether hauling such equipment to the worksite is an "essential function" of the job. The case highlights that formal job descriptions can sometimes differ markedly from in-the-field practice.
Both the EEOC and several court decisions have recognized that an employer's duty under the ADA and Rehabilitation Act to furnish reasonable accommodations is not limited to accommodating essential functions at work, but also ancillary functions important to achieving equal access - such as commuting to and from the office. See 29 C.F.R. § 1630.2(o)(1); Colwell v. Rite Aid Corp., 602 F.3d 495 (3d Cir. 2010) (partly-blind employee could be accommodated with daylight shifts, to facilitate her commute). And so, too, the Fifth Circuit holds - reversing summary judgment - that the State of Louisiana might be required to provide a free on-site parking space to accommodate the plaintiff's disability (osteoarthritis of the knee).