Equal Employment Opportunity Commission v. General Electric Co.

**What Happened** James Smith sued General Electric Company, claiming the company discriminated against him and created a hostile work environment because they believed he had HIV/AIDS. Smith argued that even though he didn't actually have HIV/AIDS, GE treated him as if he did, which violated the Americans with Disabilities Act (ADA). **What the Court Decided** The court ruled in favor of General Electric. The judge found that Smith couldn't prove two key things: first, that he actually had a disability, and second, that GE's management viewed him as having a disability that significantly limited his daily activities. Without proving either of these points, Smith couldn't move forward with his discrimination case under the ADA. **Why This Matters for Workers** This ruling shows that ADA protection has specific requirements. Workers are protected if they have an actual disability OR if their employer treats them as having a disability that substantially limits major life activities. Simply being treated poorly isn't enough - workers must prove their employer saw them as having a significant impairment. This case highlights the importance of documenting how an employer's actions show they viewed the worker as disabled.