Not every injury causes a disabling condition that qualifies for ADA protection.
Recent case: Nathan Morphew worked as a project manager. He injured his back in a workplace fall. Several days later, he sought treatment with a chiropractor who restricted lifting to no more than 20 pounds.
Morphew was terminated shortly after during a purported reduction in force. He sued, alleging that he was fired because of his disability. The employer argued that it neither considered Morphew disabled nor was he disabled.
The court agreed. It said a minor lifting restriction wasn’t enough to trigger ADA protection.
Plus, Morphew could clearly still do his job without any accommodations since his work didn’t require any lifting. (Morphew v. Lawhon & Associates, No. 2:10-CV-716, SD OH, 2011)
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