10th Circuit: employee's lack of exact diagnosis doesn't defeat EEOC's ADA claim, reverses dismissal
Key points
- The 10th Circuit reversed the dismissal of the EEOC's suit against A&A Appliance
- The court held the EEOC could reasonably show discrimination even without an exact diagnosis
- The employee sought a few more weeks of leave after 12 weeks of FMLA leave; the court said this was not necessarily unreasonable
The 10th U.S. Circuit Court of Appeals held Friday that a district court erred in dismissing the EEOC's disability discrimination suit against A&A Appliance. The court ruled the EEOC could reasonably show discrimination even though the employee could not relay an exact diagnosis. The employee had received 12 weeks of FMLA leave and sought a few more weeks, which the court said was not necessarily unreasonable. This is for reference only and does not constitute legal advice.
Policy details
- Jurisdiction
- US 10th Circuit
- Status
- Court ruling
- Effective date
- —
- Employers covered
- ADA-covered employers
- Official source
- View official source ↗
Original report: HR Dive ↗Edited with AI assistance. Facts are based on official sources and original reports. For information only; not legal, immigration or insurance advice.