Law for Business 10th Edition by James Barnes,Terry Dworkin,Eric Richards

Exercise 4

Williams, an assembly line worker at Toyota, developed carpal tunnel syndrome. As a result, she was put on restrictions regarding how much she could lift, what kinds of tools she could use, and movements she could make. She was given modified-duty jobs for two years, but she continued to have problems. After bringing a suit against Toyota, which was settled, she was put on an inspection team and did the job satisfactorily for two years. Then the duties of the team were expanded, and some of the new duties put a strain on her neck and shoulders, which led to further injury. Williams requested that Toyota accommodate her by allowing her to return to the prior duties that she could do successfully. This did not happen, and Williams began to regularly miss work. She was then fired. Williams filed a discrimination claim for Toyota's failure to reasonably accommodate her impairments as required by the ADA. She claimed she was "disabled" under the ADA because her physical impairments substantially limited her in manual tasks, housework, gardening, playing with her children, lifting, and working. She claimed these were major life activities under the ADA. Was Williams substantially impaired, and therefore covered by the ADA?