Should the company provide a reasonable accommodation

Reference no: EM133669202

Scenario

I used to be an excellent cyclist when I was in high school and have won many regional titles. However, my career as a cyclist ended when a truck ran me over three years ago. I had my hipbone and leg bones fractured, resulting in a series of painful rehabilitation processes for more than two years. My medical doctor warned me that there would be some limitations to my physical abilities: I should not carry heavy items that weigh more than 40 pounds.

I applied for the position of delivery truck driver at XYZ Inc. During the job interview, the interviewer told me that truck drivers were expected to lift and carry packages that weigh up to 60 pounds.

After providing detailed information about the job requirements, the interviewer asked me whether I had had any physical or mental issues that could preclude me from performing the task. I explained my health conditions. Then, the interviewer asked whether I could perform the major tasks with or without reasonable accommodations. Then, I requested that the company allow me to handle packages that are 40 pounds or less only due to my health condition. The company sent me a rejection letter a few days after the interview. I feel as though I was discriminated against because of my disability.

What law and court case would be related to the scenario?

Should the company provide a reasonable accommodation? What should the company consider to determine it?

Would the requested accommodations cause undue hardship? Why or why not?

Is there any evidence of a violation of the ADAAA that the company committed? Pick as many as you can.

Based on the information presented in the scenario, what would be the court's decision? Why do you think so?

Reference no: EM133669202

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