U.S. Steel Corp. did not violate the ADA when the company terminated a senior technician due to a degenerative lower back condition, a federal district court judge ruled in a Pennsylvania case.
The employee attempted to return to her job following a two-year absence, but she no longer could perform the essential duties of her position, which required repetitive bending and stooping, and lifting up to 50 pounds. The company encouraged her to find another position that she could perform, but she sued.
The court said employees must be able to perform essential job functions—with or without accommodation—to claim under the ADA. The employee claimed she could have performed the job with reasonable accommodations, but she did not request them before being terminated.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/2980/us-steel-wins-ada-case-worker-couldnt-do-essential-parts-of-job "
- There are complaints, then there are complaints: General gripes about unfairness aren't protected
- ICE reports record number of I-9 audits, employer arrests
- Equal opportunity discipline: Don't let rogue bosses subvert your anti-harassment policy
- Performance reviews: Cut liability, add punch to annual chore
- Prepare for changes in reporting <br/> workers' race on EEO-1 form