Today, my colleague Jonathan Orleans makes a return engagement to the blog, updating us on a decision released by the District Court of Connecticut yesterday that has relevance to various ADA cases in the state.  The Defendant was successfully represented by another colleague of mine here at the firm, Marcy Stovall.  

A decision issued yesterday by a federal district court in Connecticut provides some useful guidance on the distinction, for purposes of the Americans With Disabilities Act, between impairments that merely affect major life activities and those that substantially limit such activities. 

The decision by Judge Janet Arterton also clarifies that in determining whether the plaintiff is substantially limited in important life activities, the plaintiff is compared to “most people,” not to any subgroup of the general population.

In Rumbin v. Association of American Medical Colleges (download here), the plaintiff sought various accommodations, including extra time, to take the Medical College Admission Test (the “MCAT”), claiming to be disabled because he was severely limited in the major life activity of seeing. 

He submitted to the Association, which administers the MCAT, reports from his treating ophthalmologist and a behavioral optometrist who said that he had various vision-related impairments, including glaucoma, ocular misalignment, convergence insufficiency, binocular dysfunction, and oculomotor dysfunction. 

The Association nonetheless denied his request for accommodation after having his application reviewed by its own expert, the Executive Director of the National Board of Examiners in Optometry, who found the reports of plaintiff’s doctors unconvincing on a variety of grounds. 

(Interestingly, the Association presented evidence at trial that the MCAT is intentionally designed to be arduous and time-pressured, and that it is reluctant to grant requests for extra time because studies show that scores on tests where extra time is given are not equivalent to scores on tests using the standard timing.) 

The Defendant was also represented by Robert Burgoyne of Fulbright & Jaworski in Washington, DC.Continue Reading Impairments That Merely Affect Major Life Activities Not Covered by ADA, Says Federal Court

Time and again, pundits suggest that the U.S. Supreme Court now is among the most conservative in decades and, by extension, pro-business.

If that’s the case, they’re going to be awfully surprised with today’s 8-0 ruling in Staub v. Proctor Hospital (download here) in which the court broadened the methods that an employee can use

A former Branford Facilities Manager’s claims that his employment was terminated due to protected speech and his political affiliation were effectively dismissed on Friday, February 25th when a federal court granted the employer’s motion for summary judgment.

The 40-page opinion provides good roadmap for employers (and their attorneys) to understanding such claims and what is

So, I’ve warned you about the dangers of Halloween and the holiday party, when it comes to employment-related lawsuits.

Often overlooked, however, is the day for lovers — Valentine’s Day. 

There are, of course, a few of you who are scratching your head and thinking "How can that be? it’s a holiday full of love

The United States Supreme Court today, in an 8-0 decision (Justice Kagan recused herself), ruled that Title VII retaliation provisions include protection to those people who have suffered an adverse employment action and are in the same "zone of interest" as another employee who filed a charge.  

What does that mean? Good question.

A school employee complains of harassment by a co-worker. After an investigation, the alleged harasser is suspended for five days.  When he returns, the two are never again assigned to the same classroom, and their interactions were limited to passing each other in the hallway and occasions when one employee phoned the library and the other

Consider this scenario.

An administrative assistant who’s been working solidly for the company for two years comes to you, as an HR manager, and says she’s been harassed by a manager over her looks. 

You need to talk with manager about the allegations.

What do you do? 

That’s the scenario posed in a recent article posted