Equal Employment Opportunity Commission v. Kinney Shoe Corp.

What Happened
A worker named Martinson sued Kinney Shoe Corp. for disability discrimination under the Americans with Disabilities Act (ADA). Martinson had uncontrolled seizures, and the company refused to accommodate his disability or let him continue in his job position. He claimed the company discriminated against him and failed to provide reasonable accommodations for his condition.

What the Court Decided
The court ruled in favor of Kinney Shoe Corp. The judge found that while Martinson was indeed disabled, he could not safely perform the essential functions of his job due to his uncontrolled seizures. The court determined that the company's safety concerns were legitimate and that Martinson was not a "qualified individual" under the ADA because his condition posed genuine safety risks in the workplace.

Why This Matters for Workers
This ruling shows that disability discrimination protection has limits when safety is involved. While the ADA requires employers to provide reasonable accommodations for disabled workers, companies can still refuse employment or accommodations if the disability creates legitimate safety hazards that cannot be eliminated. Workers with disabilities should understand that their protection depends partly on whether they can safely perform their job's essential functions, even with accommodations.