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Employment – ADA — accommodation

United States Court of Appeals For the Seventh Circuit

Civil

Employment – ADA — accommodation

An employer did not violate the ADA by refusing to return an injured employee to light duty.

“In this case, James’ conditional releases from his doctors restricted him from performing essential functions of his position. For example, in the September 25 note, James’ doctor represented that he could return to work under the restriction of ‘no heavy lifting or excessive bending over’—two essential functions of his position. Reassigning such tasks to another employee is not considered a reasonable accommodation when reassignment of the task would equate, essentially, to reassignment of the job itself. Miller v. Ill. Dep’t of Transp., 643 F.3d 190, 199 (7th Cir. 2011).”

Affirmed.

12-1511 James v. Hyatt Regency Chicago

Appeal from the United States District Court for the Northern District of Illinois, Shadur, J., Bauer, J.

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