Case Analysis- Wilson V Phoenix Specialty Manufacturing Company Inc.(513 F.3d 378 4th Cir. 2008)

Wilson v capital of Arizona Specialty Manufacturing Company Inc.(513 F.3d 378 fourth Cir. 2008) 1.) Stakeholders: The stakeholders of the lesson are Jimmie Wilson, phoenix Specialty manufacturing Co Inc., President Hurst, Dr. Bergmann (Neurologist), connectedness Dr., 2.) Chronology of events- Jimmy Wilson had been working as a supervisor for Phoenix Specialty Manufacturing Co. Inc. for 10 years when he was diagnosed with Parkinsons complaint in 1998. A panic attack during a may 2001 meeting alerted his superiors to his condition. The disease also caused him to lose motor go steady in his right hand. After a diverge of absence, Wilsons physician said he was able to continue perform the functions of his furrow with no restrictions, but a little more than a year later, Wilson was laid despatch. Wilson sued, alleging his firing was a disguise for favoritism based on a perception that he was disenable. The territory Court found that company management reg arded Wilson as disabled when in fact he was non and terminated him as a result of his perceived disability in trespass of the Americans with Disabilities Act (ADA). The coquette rejected the companys contention that Wilson was laid attain during a reduction in force necessitated by plication conditions.

During the trial, Wilsons attorneys pointed to an e-mail Phoenixs president Robert Hurst sent to an associate stating Wilson qualifies for ADA delegate and we will have to consider accommodations. But when Wilson requested a larger computer screen and help with typing, his requests were denied. While the hook did not rule on the issue of whether the company violated Wil! sons ADA rights by failing to provide accommodations, this case shows what employers should not do when trying to determine if an employee is disabled. In January, the 4th band upheld the decision, adding to a previous standard set by the imperative Court regarding employee claims filed against an employer under the ADA. The court concluded the employer regarded...If you want to commove up a full essay, order it on our website: BestEssayCheap.com

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