Robinson v. First State Community Action Agency

Robinson was told by her manager that “you either don’t know what you’re doing, or you have a disability, or [you’re] dyslexic.” Taking those words seriously, Robinson was tested for dyslexia. She submitted an evaluation that concluded that Robinson had symptoms consistent with dyslexia and requested accommodations. She was told that any diagnosis would not excuse her from performing her work in a satisfactory matter; she was advised to focus on improving her performance. Weeks later, she was fired. During the litigation, Robinson acknowledged that she could not prove she was dyslexic. She proceeded on a theory that she was perceived or regarded as dyslexic by her employer and was entitled to a reasonable accommodation under the Americans with Disabilities Act. The Third Circuit affirmed a judgment in favor of Robinson on her reasonable accommodation claim, finding that her employer had waived its argument under the 2008 ADA amendments. The Act now provides that employers “need not provide a reasonable accommodation . . . to an individual who meets the definition of disability in” 42 U.S.C. 12102(1)(C), which includes individuals who are “regarded as having” a physical or mental impairment. Despite the amendment, both parties proceeded under the “regarded as” case theory throughout the litigation. View "Robinson v. First State Community Action Agency" on Justia Law