Case Analysis- Wilson V Phoenix Specialty Manufacturing Company Inc.(513 F.3d 378 4th Cir. 2008)

Wilson v capital of Arizona Specialty Manufacturing Company Inc.(513 F.3d 378 4th Cir. 2008)

1.) Stakeholders: The stakeholders of the lesson are Jimmie Wilson, Phoenix Specialty manufacturing Co Inc., President Hurst, Dr. Bergmann (Neurologist), connection Dr.,

2.) Chronology of events-
Jimmy Wilson had been working as a supervisor for Phoenix Specialty Manufacturing Co. Inc. for 10 years when he was diagnosed with Parkinsons ailment in 1998. A panic attack during a may 2001 meeting alerted his superiors to his condition. The disease also caused him to lose motor go steady in his right hand. After a leave of absence, Wilsons physician said he was able to continue performing the functions of his furrow with no restrictions, but a little more than a year later, Wilson was laid despatch.
Wilson sued, alleging his firing was a pretext for favoritism based on a perception that he was disenable. The territory Court found that company management regarded Wilson as disabled when in fact he was non and terminated him as a result of his perceived disability in encroachment of the Americans with Disabilities Act (ADA).
The coquette rejected the companys contention that Wilson was laid off during a reduction in force necessitated by seam conditions.




During the trial, Wilsons attorneys pointed to an e-mail Phoenixs president Robert Hurst sent to an associate stating Wilson qualifies for ADA assigning and we will have to consider accommodations. But when Wilson requested a larger computer screen and help with typing, his requests were denied.
While the court did not rule on the issue of whether the company violated Wilsons ADA rights by failing to provide accommodations, this case shows what employers should not do when trying to determine if an employee is disabled.
In January, the 4th rotary upheld the decision, adding to a previous standard set by the authoritative Court regarding employee claims filed against an employer under the ADA.

The court concluded the employer regarded...If you want to shake up a full essay, order it on our website: Orderessay



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