A woman worked part-time as a clerk at a drug store. She worked mostly on weekdays from 5 PM to 9 PM, but was occasionally given other shifts. Due to glaucoma, she eventually lost all sight in her left eye. She had no difficulty performing her job, but she did experience problems getting to work. She asked to be given a day shifts only schedule because of the danger of driving home at night and the complete unavailability of public transportation. Her supervisor said that she would not be given the schedule she requested because that would not be fair to the stores other employees. The woman provided a doctors note recommending that she not drive during evening hours, but the store did not change its position. Her union representative met with store officials and reported that he got nowhere. Other attempts to arrange meetings involving the woman fell through. She received rides from family members and did not miss any work following the denial of her request. However, it became too difficult to continue to arrange rides and she quit. (Colwell v. Rite Aid, 602 F.3d 495 [3d Cir. 2010]).

Under ADA what is the definition of a "qualified individual with a disability"?

Under ADA it is important that job descriptions have _____?

What must the condition include to be considered "substantially limiting,"?

What is undue hardship and what must an employer show?

Did the store fail to reasonably accommodate this employee? Why or why not?

In light of the ADA, how should employers deal with employees afflicted by alcoholism?

What reasonable accommodations would be most appropriate for persons with psychiatric disabilities?

What are some ways of handling conflicts between work schedules and religious obligations?

How should employers deal with religious advocacy or proselytizing by employees?