Posted: March 18th, 2022

Accommodation Homework help – Discussion

From 2008 until 2012, plaintiff was employed by defendant as a professional assistant working with special education students. In November 2011, plaintiff injured her left shoulder at work. She requested that she be put on “light duty” pursuant to her physician’s instructions. The defendant responded that lifting students was an essential function of the job and there was no light duty work assignment in that job class and ultimately terminated the plaintiff’s employment on the grounds that she “ha[s] medical restrictions rendering [her] unable to perform the core functions of [her] job.” On at least two prior instances Plaintiff was given assignments that did not require lifting of students.

Plaintiff brought suit, alleging that the defendant failed to provide her a reasonable accommodation for her disability.
Will she be successful, why or why not?

An African-American male who practices Rastafarianism, including the practices of prayer, non-consumption of alcohol and pork, and maintaining his hair in dreadlocks, applied and was interviewed for a part-time position at a grocery store. The store’s grooming policy, with respect to males, requires that hair “should be worn conservatively styled, clean and neat” and “must not hang or curl over the collar.” The applicant asserted that he informed the store he could not cut his hair, due to his religion, and asked whether he could wear his hair inside a hat. During a phone call the next day when he accepted an offer of employment, the applicant alleged that the store reiterated its policy that he would be required to cut his hair. He claimed that he told the store he felt uncomfortable cutting his hair, for religious reasons, and that his offer of employment was withdrawn.

He filed a claim for file to hire on the basis of his religion. Who will be successful on a motion for summary judgment and why?

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