Light Duty Case Study
Q 1.) What should you do in response to Eric’s request for “light duty”? Would you grant his request? Why/ Why not? Please be specific about the factors you would consider and the potential solutions.
The first step in considering if Eric is entitled to a light duty accommodation would be to understand if he is covered under the American Disability Act. To ascertain his eligibility, it is essential to consider if Eric is disabled under ADA and if he can perform all the essential job functions of a Receiver after having accommodated with his request for light duty.
To have a disability under the ADA, a person must have a physical or mental ailment that substantially limits one or more major life activities, have a record of being substantially limited, or regarded as having a disability (Steingold, 2013, p. 234). The case describes employee Eric having diagnosed with Parkinson’s disease that alters a person’s walking and speaking ability, which are described under the ADA as major life activities. The ADA also protects people with a history of a disability, whose illnesses are either cured, controlled or in remission (Steingold, 2013, p. 235). Records indicate that Eric has undergone a surgical procedure for Parkinson’s …show more content…
A major chunk of the job responsibilities of a receiver at Eggsellent Eggs Inc. comprises of communicating with the suppliers and customers and handling stock items. Hence, the Manager has a valid reason of the inability of Eric in performing major duties of the job, to terminate Eric. However, considering the current scenario of happenings around his disability, I would advise the Manager to refrain from undertaking any firing decision since there are chances that Eric employee would sue Eggsellent Eggs Inc. for wrongful discharge based on disability
The first step in considering if Eric is entitled to a light duty accommodation would be to understand if he is covered under the American Disability Act. To ascertain his eligibility, it is essential to consider if Eric is disabled under ADA and if he can perform all the essential job functions of a Receiver after having accommodated with his request for light duty.
To have a disability under the ADA, a person must have a physical or mental ailment that substantially limits one or more major life activities, have a record of being substantially limited, or regarded as having a disability (Steingold, 2013, p. 234). The case describes employee Eric having diagnosed with Parkinson’s disease that alters a person’s walking and speaking ability, which are described under the ADA as major life activities. The ADA also protects people with a history of a disability, whose illnesses are either cured, controlled or in remission (Steingold, 2013, p. 235). Records indicate that Eric has undergone a surgical procedure for Parkinson’s …show more content…
A major chunk of the job responsibilities of a receiver at Eggsellent Eggs Inc. comprises of communicating with the suppliers and customers and handling stock items. Hence, the Manager has a valid reason of the inability of Eric in performing major duties of the job, to terminate Eric. However, considering the current scenario of happenings around his disability, I would advise the Manager to refrain from undertaking any firing decision since there are chances that Eric employee would sue Eggsellent Eggs Inc. for wrongful discharge based on disability