EEOC v. Woodbridge Corp.

**What Happened:** The Equal Employment Opportunity Commission (EEOC) sued Woodbridge Corp. on behalf of job applicants who were rejected for positions on a foam production line. The company used neurometric tests (which measure brain function) to screen applicants and excluded some people based on their test results. The rejected applicants claimed this was disability discrimination and that the company failed to provide reasonable accommodations under the Americans with Disabilities Act (ADA). **What the Court Decided:** The Eighth Circuit Court of Appeals ruled in favor of Woodbridge Corp. The court found that the rejected applicants were not considered "disabled" under the ADA. Even though they couldn't work on this specific production line, the court said they weren't substantially limited in the major life activity of working overall—they could still perform many other types of jobs. **Why This Matters for Workers:** This ruling shows how narrowly courts can interpret disability protections. Workers should understand that being excluded from one specific job doesn't automatically qualify as disability discrimination under the ADA. To prove discrimination, workers generally need to show they're limited in broader life activities, not just unable to perform one particular specialized position.