*

The Honorable Samuel H. Mays, Jr., United States District Judge for the Western District of

Tennessee, sitting by designation.

RECOMMENDED FOR FULL-TEXT PUBLICATION

Pursuant to Sixth Circuit I.O.P. 32.1(b)

File Name: 14a0038p.06

UNITED STATES COURT OF APPEALS

FOR THE SIXTH CIRCUIT _________________

ANTHONY RORRER,

Plaintiff-Appellant,

v.

CITY OF STOW and WILLIAM KALBAUGH,

Defendants-Appellees.

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No. 13-3272

Appeal from the United States District Court

for the Northern District of Ohio at Akron.

No. 5:11-cv-01024—John R. Adams, District Judge.

Argued: January 22, 2014

Decided and Filed: February 26, 2014 

Before: CLAY and DONALD, Circuit Judges; MAYS, District Judge.*

_________________

COUNSEL

ARGUED: Dennis R. Thompson, THOMPSON & BISHOP LAW OFFICES, Akron,

Ohio, for Appellant. Frank Scialdone, MAZANEC, RASKIN & RYDER, CO., L.P.A.,

Cleveland, Ohio, for Appellee City of Stow. R. Scot Harvey, FISHER & PHILLIPS

LLP, Cleveland, Ohio, for Appellee Kalbaugh. ON BRIEF: Dennis R. Thompson,

Christy B. Bishop, THOMPSON & BISHOP LAW OFFICES, Akron, Ohio, for

Appellant. Frank Scialdone, Neil S. Sarkar, MAZANEC, RASKIN & RYDER, CO.,

L.P.A., Cleveland, Ohio, for Appellee City of Stow. R. Scot Harvey, Roland J. De

Monte, FISHER & PHILLIPS LLP, Cleveland, Ohio, for Appellee Kalbaugh.

1
No. 13-3272 Rorrer v. City of Stow, et al. Page 2

1

The parties agree that Rorrer’s state law disability discrimination claims rise or fall with his

ADA claims. “[W]e consider the ADA and [Ohio] state law claims simultaneously by looking to the cases

and regulations that interpret the ADA.” Talley v. Family Dollar Stores of Ohio, Inc., 542 F.3d 1099, 1105

n.3 (6th Cir. 2008). This Opinion accordingly will not address the state law claims separately.

_________________

OPINION

_________________

BERNICE B. DONALD, Circuit Judge. Plaintiff-Appellant Anthony Rorrer

appeals the district court’s order granting summary judgment on his claims against the

City of Stow, Ohio for disability discrimination and impermissible retaliation under the

Americans with Disabilities Act (ADA), similar discrimination claims under Ohio law,1

and First Amendment retaliation under 42 U.S.C. § 1983. Rorrer also appeals the district

court’s dismissal of his First Amendment retaliation claim against City of Stow Fire

Chief William Kalbaugh and an order limiting the scope of discovery. Additionally,

Rorrer seeks to have his case assigned to a different district judge on remand. For the

following reasons, we AFFIRM the district court’s dismissal of Rorrer’s First

Amendment retaliation claim against Kalbaugh and grant of summary judgment on

Rorrer’s First Amendment and ADA retaliation claims against the City of Stow. We

REVERSE the district court’s grant of summary judgment to the City of Stow on

Rorrer’s ADA and Ohio discrimination claims and REMAND those claims for trial

before a different district judge.

I.

Rorrer actively worked as a firefighter for the City of Stow (“the City” or

“Stow”) Fire Department (“Department”) from May of 1999 until July of 2008. On July

4, 2008, Rorrer injured his right eye in a bottle-rocket accident unrelated to his work as

a firefighter, losing all vision in his right eye as a result. The City then terminated

Rorrer because of his disability, known as monocular vision.
No. 13-3272 Rorrer v. City of Stow, et al. Page 3

A. Rorrer’s Initial Termination

On September 18, 2008, the surgeon who operated on Rorrer’s eye, Dr. Singh,

cleared Rorrer to return to work without restriction. Rorrer arranged a return-to-work

physical with the office of Dr. Moten, the City’s official Department physician. On

September 25, 2008, Rorrer arrived at Dr. Moten’s office for his appointment, but Dr.

Moten was not there. Dr. Moten’s colleague, Dr. Henderson, examined Rorrer. In 2008,

Dr. Henderson would see patients for Dr. Moten approximately one day every other

month. According to Dr. Moten, Dr. Henderson has the same training as Dr. Moten and

is equally familiar with the regulations governing whether a firefighter is medically

qualified to work. After examining Rorrer for approximately 15 minutes, Dr. Henderson

told Rorrer he should be able to return to duty without restriction. Dr. Henderson

qualified this statement by saying that Rorrer should “just be aware of possible

limitations as [Rorrer] adjust[s] to [his] new vision.” In an “Office Note” on Dr.

Moten’s letterhead, dated September 25, 2008, Dr. Henderson wrote:

I will release [Rorrer] to go back to work. I have cautioned him doing

the kind of work he does, especially using a self-contained breathing

apparatus and sometimes driving at high speeds due to his work as a

paramedic, I have advised him to enter into this work with caution and

to be quick to obtain the assistance of his colleagues.

Rorrer called Chief Kalbaugh after his appointment. When Rorrer told Chief

Kalbaugh that the doctor released him to work without restrictions, Chief Kalbaugh

sounded surprised and stated, “Released? With no restrictions?” Chief Kalbaugh then

asked, “Did you see Moten?” Rorrer told Chief Kalbaugh that Dr. Moten was

unavailable and that Dr. Henderson had examined him instead. Rorrer intended to return

to work on September 28, 2008, his next scheduled work day, but Chief Kalbaugh was

“adamant” that Rorrer not return until October 1, 2008, so that “this [could be] sorted

out.”

Shortly after ending his telephone call with Rorrer, Chief Kalbaugh called and

left a message at Dr. Moten’s office, stating that he wanted a copy of the form that

cleared for work “the monocular firefighter who was seen by your office earlier today.”
No. 13-3272 Rorrer v. City of Stow, et al. Page 4

Dr. Moten returned Chief Kalbaugh’s call later that afternoon and told Chief Kalbaugh

that there had been a “mistake,” that Rorrer was “unfit to return to work because he was

totally blind in his right eye[,] and that his office would promptly send a revised form

to this effect.”

Chief Kalbaugh called Rorrer at 3:02 p.m. the same afternoon and stated that “a

terrible mistake had been made” and that Rorrer should call Dr. Moten. Rorrer called

Dr. Moten, who told Rorrer that he “was sorry” for the “confusion” but that Rorrer could

not return to work because the “fire regs” would not allow it.

B. The Department’s Guidelines and the Essential Functions of a Firefighter

The parties dispute which guidelines the Department used for determining a

firefighter’s qualifications and the position’s essential functions. Chief Kalbaugh

testified that the City terminated Rorrer because his monocular vision prevented him

from performing an essential function of the firefighter position, National Fire Protection

Association (“NFPA”) guideline 1582-9.1.3(10): “Operating fire apparatus or other

vehicles in an emergency mode with emergency lights and sirens” (“Job Task 10”). The

NFPA guidelines list Job Task 10 under the heading, “Essential Job Tasks.” NFPA

guideline 1582-9.12.3.1 states that monocular vision “compromises the [firefighter’s]

ability to safely perform essential [J]ob [T]ask 10.” Chief Kalbaugh further testified,

“Stow has always used and relied on the [NFPA] guidelines as a standard for Stow’s

firefighters.” Rorrer disputes that the Department ever “adopted” the NFPA guidelines

and claims that the City’s reference to the NFPA here is mere pretext.

On March 1, 2010, Ryan Lemmerbrock, an attorney for the firefighters’ union,

sent a letter to Brian Reali, the Stow Law Director, questioning the appropriateness of

applying the NFPA guidelines to Rorrer’s situation. Quoting implementation provisions

of the NFPA to which the City had not adhered, Lemmerbrock stated that “to the

Union’s knowledge, the City or the [Stow Civil Service Commission] has never adopted

the NFPA standards. Section 1.3 of the NFPA standards” requires that fire departments

adopt a “phase-in schedule for compliance with specific requirements, if needed.”

Lemmerbrock continued quoting the NFPA, stating that “[t]he fire department shall
No. 13-3272 Rorrer v. City of Stow, et al. Page 5

incorporate the comprehensive occupational medical program’s risk management pla[n]

as required by NFPA 1500.” Lemmerbrock concluded:

Again, to the Union’s knowledge, none of the above requirements

have been met in order to apply any of the NFPA standards to the Stow

Fire Department. Furthermore, application of the NFPA standard to the

bargaining unit member is a mandatory subject of bargaining, and

application of the NFPA standards has never been bargained with the

Union.

In his deposition, Mark Hodson, president of the Stow firefighters’ union, testified that

he did not believe the City had ever adopted the NFPA. Aaron Packard, a Lieutenant in

the Department, likewise stated in a sworn declaration that the City had never adopted

NFPA 1582 and added that firefighters were not required to take annual physicals as

mandated by those guidelines.

Dr. Moten, as the Department’s official physician, was obliged to apply the

Department’s medical guidelines to firefighters. In a telephone call with Dr. Moten,

Rorrer asked Dr. Moten several times what “fire regs” Dr. Moten was referring to when

he stated that the regulations would not allow Rorrer to return to work. Dr. Moten told

Rorrer that he had found “literature on line [sic]” the night before that formed the basis

of his decision, but Dr. Moten never mentioned the NFPA guidelines by name.

When deposed by Rorrer’s counsel, Dr. Moten had similar difficulty identifying

what “fire regs” governed his opinion on Rorrer’s fitness to work. Rorrer’s counsel

asked Dr. Moten what standards he was obligated to follow when evaluating a

firefighter’s fitness to work, and Dr. Moten responded, “the department regulations.”

Rorrer’s counsel pressed Dr. Moten on the issue:

Question: Which department regs? 

Dr. Moten: The Fire’s.

Question: For the City of Stow?

Dr. Moten: Yes. 

Question: Any other regs?
No. 13-3272 Rorrer v. City of Stow, et al. Page 6

Dr. Moten: The Fire regs.

Question: Well that can be anything. What do you mean, Fire regs? Be

specific. I want to know exactly what you’re talking about. 

Dr. Moten: Let me look.

At that point, counsel for the City intervened and asked to “go off the record a second.”

When the deposition restarted, Dr. Moten stated, “The NFPA.” Rorrer’s counsel then

asked Dr. Moten if he knew what “NFPA stands for,” and Dr. Moten stated that he did

not. Dr. Moten went on to say Chief Kalbaugh gave him the NFPA standards in 2003

around the time that Dr. Moten became the Department’s official physician.

Rorrer’s counsel proceeded to question Dr. Moten on what portions of the NFPA

he had reviewed. Dr. Moten responded, “I read the medical context of them. And that’s

the part that usually applies to the work I do.” Rorrer’s counsel then asked Dr. Moten

what “medical context” meant, and he responded, “That’s the exam portion, the

requirements of the physicals.” Before Dr. Moten could answer the next question,

counsel for the City intervened again, asking, “[B]efore we do this line of inquiry, can

we go off the record a second again?” When the deposition restarted, Rorrer’s counsel

asked again what NFPA standards Dr. Moten reviewed when he received them from

Chief Kalbaugh, and Dr. Moten testified that he reviewed all of them, “the entire stack,”

including the appendices and all the definitions. Dr. Moten further testified that Dr.

Henderson is as familiar with the NFPA standards as Dr. Moten.

Separate from the NFPA guidelines, the City has an internal document describing

the position of firefighter. Under the heading “Essential Functions,” the document

contains seventeen numbered paragraphs stating functions such as “[p]erforms necessary

basic and advanced life support” and “[r]esponds to fire alarms.” Each paragraph

describes the task with an unqualified, mandatory verb: “Performs,” “Responds,”

“Records,” “Observes,” “Supplies”—except for one. Paragraph 9 states: “May operate

emergency vehicles en route to emergencies and during patient transport to hospital. As

assigned, drives and operates motor-driven firefighting equipment.”
No. 13-3272 Rorrer v. City of Stow, et al. Page 7

The parties disagree about the significance of the conditional language, “[m]ay

operate.” Chief Kalbaugh testified that:

No Stow firefighter, including Mr. Rorrer, can on their own opt out of

performing this task. In fact, it is up to me as Stow’s Fire Chief or a

ranking officer in charge to determine who will drive apparatus, and we

simply cannot have a rule permitting certain Stow firefighters to opt out

of driving fire apparatus in emergency conditions under emergency lights

and sirens.

Rorrer argues that the conditional language reflects the optional nature of the task for

any individual firefighter. Hodson testified that two of the stations “always” had threeman shifts and that “[i]t would be very easy to have Rorrer sit in the jump seat of an

apparatus and operate the pump on any given run.” According to Hodson,

“[i]dentification of the driver for any given shift is up to the shift, usually by a rotation

based upon seniority; accommodating Rorrer could be done by simply taking him out

of the rotation.” Hodson stated that “[a]ccomodation of Anthony Rorrer not being able

to drive an apparatus would be very easy for the [Department] to do; driving is not an

essential function of being a Stow firefighter.” Packard supported Hodson’s view: “It

would be very easy for the [Department] to accommodate any driving restrictions for any

firefighter by simply not letting them drive the apparatus.” Packard testified that “[t]here

is no policy regarding assigning of driving duties; the decision is left up to each shift

crew on a daily basis” and that “there are some firefighters who never drive the

apparatus as a matter of choice, myself included.” That is possible because, “[f]or at

least the past two decades, no [Department] apparatus has been dispatched on an

emergency run with less than 3-man crews.” Packard submitted a letter to the City

stating his “willingness to accept Anthony Rorrer on [his] company.” Rod Yoder, a

fellow firefighter, stated in a sworn declaration: “There is no policy regarding driving[,]

and the decision on who drives [is] worked out among the firefighters on a shift-by-shift

basis.”
No. 13-3272 Rorrer v. City of Stow, et al. Page 8

C. Rorrer’s Efforts to Obtain an Accommodation

Prior to Rorrer’s final termination, he sought two accommodations from the City:

(1) authorization to continue working as a firefighter without driving a fire apparatus

during an emergency, and (2) transfer to the Fire Prevention Bureau (“FPB”) to serve as

a fire inspector.

On October 7, 2008, Dr. Robert Stern, an ophthalmologist, examined Rorrer.

Stern wrote a letter outlining his examination and its results. Stern stated that “[J]ob

[T]ask 10 may be compromised with only left monocular vision. Although, many

patients are able to accommodate within a few months for the field loss by head and gaze

positioning during visual scanning.” Rorrer received this letter on October 21, 2008 and

provided it to Hodson. Hodson, in turn, provided it to the City.

On October 9, 2008, Rorrer emailed Patrick Graham, the Stow Human Resources

Director, asking about his return status. Graham responded by letter dated October 29,

2008, stating that, after subsequent conversations with Dr. Moten, Rorrer was no longer

capable of performing the “essential functions” of a Stow firefighter. On January 14,

2009, Rorrer sent a letter to Graham asking for a temporary assignment in the FPB until

his work status was resolved. According to Rorrer, Rick Henkel had worked in the FPB

for two years as part of the City’s “transitional” program for disabled employees. On

January 29, 2009, Graham responded that Rorrer could not work in the “transitional”

work program because his injury was not work related.

On February 5, 2009, Rorrer attended a meeting with several Stow officials.

Those present included Graham, Chief Kalbaugh, Stow attorney John Scavelli (the

“Stow officials”), union president Mark Hodson, Steve Wood, and Rorrer’s attorney,

Dennis Thompson. Although Rorrer and Thompson had asked that Dr. Moten be

present, he did not attend. Rorrer and Thompson presented Dr. Stern’s letter to the Stow

officials. The officials refused to discuss a temporary or permanent re-assignment for

Rorrer. 
No. 13-3272 Rorrer v. City of Stow, et al. Page 9

 On July 14, 2009, Rorrer, through union president Hodson, requested permanent

placement in the FPB as an accommodation. The parties dispute whether the FPB had

a permanent vacancy Rorrer was qualified to fill. In an email to Graham, Hodson stated:

As you are well aware the Fire Chief has been making efforts to reduce

overtime. He has gone before the council asking for additional staffing

to handle the problem, and was allowed one new hire. He then asked for

the ability to promote three additional lieutenants, which was approved.

As you also know, one of those promotions will be Rick Ray who will

come out of the [FPB], leaving them one short in prevention. In our last

labor management committee meeting held in the Fire Chief’s conference

room. We [sic] discussed the importance of the third employee in

prevention, as well as the training captain position. The Chief stated that

he worked hard to get those positions and did not want to give them back.

We have stated before, that Tony Rorrer has the expertise, training, and

certification to work as a fire inspector in the FPB, and now there is an

opening. . . . While the City has placed these impossible conditions for

Tony’s return to work on duty as a firefighter/paramedic, are they [sic]

also going to say he cannot be an inspector? He is certified in the state

of Ohio as a firefighter, a paramedic, and a fire inspector. He also has a

VALID state of Ohio driver’s license.

Chief Kalbaugh disputes both that a permanent vacancy existed and that Rorrer

was qualified to work in the FPB. (PageID 2301.) Chief Kalbaugh testified:

Stow’s Fire Department does have a division called the [FPB]. During

Rorrer’s employment (and presently), there were two full time positions

in the [FPB], both of which were filled by firefighters with rankings

higher than Rorrer’s. Neither of these positions has been vacant since

Rorrer suffered his eye injury. Anyone in these full time [FPB] positions

must be able to at all times perform all the essential job requirements of

a Stow firefighter, including driving fire apparatus in emergency mode

under emergency lights and sirens . . . . Also, the position of “Fire

Inspector” does not exist; it is merely a firefighter assigned to a particular

job duty. Further, Stow has no permanent light duty assignments for a

full time fire inspector in the [FPB]. Rather, this Bureau is occasionally

used as a temporary light duty position intended for firefighters who are

rehabilitating from temporary injuries until they recover and are released

to full duty . . . . Mr. Rorrer, after his severe eye injury on July 4, 2008,

has never been released back to work by Stow’s fire department

physician, Dr. Moten in either temporary duty, light duty, or full duty.
No. 13-3272 Rorrer v. City of Stow, et al. Page 10

Rorrer disputes Chief Kalbaugh’s contention that there were only two permanent

positions in the FPB, arguing that Rick Ray occupied a third permanent position.

On October 12, 2009, the City sent Rorrer a letter informing him of his

involuntary separation from the Department. Rorrer subsequently filed this suit in the

United States District Court for the Northern District of Ohio on May 19, 2011. 

D. Alleged Retaliation

In 2004, Rorrer testified in an arbitration proceeding between the union and the

City, contesting the Department’s three-day suspension of Yoder, a fellow firefighter.

Rorrer testified that he was present during an incident between Yoder and Smith, another

Stow firefighter. Rorrer contested Smith’s allegations concerning the incident, stating

that Smith was the aggressor in the confrontation. The arbitration panel concluded that,

although the City had just cause to suspend Yoder, the City had “failed to establish that

[Yoder] committed each of the offenses for which he was charged.”

Packard offered testimony that Chief Kalbaugh had personally threatened

retaliation against any firefighter who testified against the Department. The alleged

threat came within days of another matter involving Yoder, who had been subject to

criminal charges for removing a microphone from a radio in a non-emergency vehicle

assigned to a civilian employee. Within three to six days after dismissal of the criminal

case, Chief Kalbaugh telephoned Packard at Station 3 and told him, “[A]ny officer that

participates in defense is done in the City of Stow. Lieutenant won’t make Captain and

Captain won’t make Chief.” Chief Kalbaugh told Packard that he was passing this

warning on from Stow’s city council.

Packard relayed this information to William Whitaker, Yoder’s attorney, who

assisted Packard with stating this information in an affidavit. Packard signed the

affidavit and returned it to Whitaker. An unsigned copy of the affidavit appears in the

record, dated March 2, 2005. In a conversation between Packard and Chief Kalbaugh

in May 2005, Chief Kalbaugh repeated the statement to Packard. Chief Kalbaugh also
No. 13-3272 Rorrer v. City of Stow, et al. Page 11

stated, “Those 2 guys who signed the affidavits, they lied. They have no future here in

Stow.”

During his deposition in this case, Hodson testified that he had apprehension

about testifying because of possible retaliation. He testified that he believed that four

individuals, including Rorrer, who had testified in the Yoder arbitration or a similar

dispute between a firefighter and the Department, were now “gone” because of their

testimony.

E. The District Court’s Discovery Orders

In a status conference on January 4, 2012, Rorrer provided the City and Chief

Kalbaugh (“Defendants”) a preliminary witness list that identified twenty-nine

individuals. On January 6, 2012, the district court ordered Rorrer to identify, within

fourteen days of the status conference, the “five witnesses from his list most likely to be

utilized at trial in this matter to facilitate any future depositions.” The district court did

not impose the same numerical limit on Defendants, stating, “Defendants shall provide

Plaintiff with witness lists that reasonably identify only those individuals that will likely

be utilized at trial” within the same period. The order emphasized: “Any witness that

has not been identified by the end of this 14 day period will not be permitted to be

utilized at trial absent extraordinary circumstances.”

Rorrer complied within the deadline, filing a list of “6 persons that he intends,

at a minimum, to call as witnesses in this case: Dr. Robert Stern, Mark Hodson, Marvin

T. Conley, Michael Myers, Patrick Gaffney, [and] Don Adams.” Rorrer included in his

filing an objection to “any limitations imposed at this juncture . . . on the number of

witnesses [Rorrer] requires to adequately prosecute this case.” 

On January 20, 2012, Defendants filed a Motion in Limine seeking to strike

Marvin Conley and Michael Myers, two of the witnesses on Rorrer’s list, each of whom

is a firefighter with monocular vision. Rorrer opposed the motion. The district court

rejected Rorrer’s argument that Conley’s and Myers’ testimony was relevant “because
No. 13-3272 Rorrer v. City of Stow, et al. Page 12

it demonstrates that an individual with his condition can safely perform the essential

functions of a firefighter.” The court granted Defendants’ motion, stating:

Assuming arguendo that such testimony would have some relevance, the

burden in obtaining such evidence far outweighs any benefit it might

provide. Contrary to Rorrer’s assertions, if he seeks discovery from these

firefighters, Defendants would be entitled to review the medical records

of both of these non-parties. The process for obtaining those records

would certainly be lengthy, time-consuming, and expensive. Rorrer

contends that “the fact that the firefighter has monocular vision is the

only pertinent inquiry.” Doc. 64. However, this presupposes that all

monocular vision impairments are identical. Of course, no reasonable

defendant would simply assume that these firefighters’ impairments are

identical to Rorrer’s impairment. Instead, the particular impairment of

each of these firefighters would be examined, opening their medical

records to scrutiny.

On May 1, 2012, the City and Chief Kalbaugh filed separate motions for

summary judgment. On June 15, 2012, Rorrer responded, attaching numerous exhibits,

including declarations by Yoder, Packard, Jerome Miller, and Steve Wood. On June 25,

2012, Defendants moved to strike each of these declarations, stating that these witnesses

were not included in the January 18, 2012 witness list Rorrer submitted in response to

the district court’s order. Rorrer opposed the motion, stating that it only became clear

through discovery that certain witnesses would be necessary to refute “the City’s bald

representations that it had adopted NFPA 1582 when, in fact, [this was a] plain

misrepresentation.” On February 4, 2013, the district court addressed the motion to

strike in its order granting summary judgment:

Initially, the Court finds that Rorrer clearly contravened this Court’s

order regarding the identification of witnesses when he provided the

declarations at issue. The Court’s order was designed to ensure that only

necessary depositions would occur. It was not designed to allow Rorrer

to sandbag Stow with wholly unanticipated declarations. However, as

the Court’s order herein is not altered by allowing those declarations to

remain in the record, the motion is DENIED as MOOT. 

The Court would note that to the extent a reviewing court would

conclude that a genuine issue of material fact is generated by those

precise declarations, the Court would find them to be properly stricken
No. 13-3272 Rorrer v. City of Stow, et al. Page 13

as in direct violation of Rorrer’s obligation to identify witnesses in a

timely manner to facilitate deposition practice.

Rorrer included two of the witnesses whose declarations are at issue, Yoder and Packard,

in his January 4, 2012 witness list.

F. Procedural History

On January 5, 2012, the district court granted Chief Kalbaugh’s motion to

dismiss Rorrer’s § 1983 claim against him. On May 1, 2012, the City and Chief

Kalbaugh filed individual motions for summary judgment as to all claims (“Motions”).

Rorrer opposed the Motions, filing a response on June 15, 2012. On June 22, 2012,

Rorrer and Chief Kalbaugh submitted a Stipulation of Dismissal for all existing claims

against Chief Kalbaugh in his individual capacity. On June 25, 2012, the district court

approved the stipulation and dismissed those claims, but Rorrer did not waive his right

to appeal the earlier dismissal of his First Amendment § 1983 claim against Chief

Kalbaugh. On February 2, 2013, the district court granted the City’s motion for

summary judgment as to all claims and entered judgment in favor of Stow. Rorrer filed

a timely Notice of Appeal on March 1, 2013. This appeal followed.

II. Standard of Review

This Court reviews an order granting summary judgment de novo. Tysinger v.

Police Dep’t of Zanesville, 463 F.3d 569, 572 (6th Cir. 2006). Summary judgment is

proper “if the movant shows that there is no genuine dispute as to any material fact and

the movant is entitled to judgment as a matter of law.” Fed. R. Civ. P. 56(a); accord

Int’l Union v. Cummins, Inc., 434 F.3d 478, 483 (6th Cir. 2006). “Credibility judgments

and weighing of the evidence are prohibited during the consideration of a motion for

summary judgment; rather, the evidence should be viewed in the light most favorable to

the non-moving party.” Ahlers v. Schebil, 188 F.3d 365, 369 (6th Cir. 1999); see also

Gribcheck v. Runyon, 245 F.3d 547, 551 (6th Cir. 2001) (citing Anderson v Liberty

Lobby, Inc., 477 U.S. 242, 255 (1986)). “[A]ny direct evidence offered by the plaintiff
No. 13-3272 Rorrer v. City of Stow, et al. Page 14

in response to a summary judgment motion must be accepted as true.” Muhammad v.

Close, 379 F.3d 413, 416 (6th Cir. 2004).

III. ADA Discrimination Claim

A. Legal Framework

The ADA makes it unlawful for an employer to “discriminate against a qualified

individual on the basis of a disability.” 42 U.S.C. § 12112(a). The statute defines

“discriminate” to include “not making reasonable accommodation to the known physical

. . . limitations of an otherwise qualified individual with a disability” unless the employer

“can demonstrate that the accommodation would impose an undue hardship.” Id.

§ 12112(b)(5)(A). An “otherwise qualified individual” is one who “with or without

reasonable accommodation, can perform the essential functions of the employment

position that such individual holds or desires.” Id. § 12111(8).

“[I]f the plaintiff has direct evidence that the employer relied on his or her

disability in making an adverse employment decision,” this Court proceeds to a burdenshifting analysis. Monette v. Elec. Data Sys. Corp., 90 F.3d 1173, 1186 (6th Cir. 1996),

abrogated on other grounds by Lewis v. Humboldt Acquisition Corp., 681 F.3d 312, 315-

16 (6th Cir. 2012) (en banc). First, the plaintiff must establish a prima facie case by

showing “that he is disabled and otherwise qualified for the position, either with or

without reasonable accommodation.” Keith v. Cnty. of Oakland, 703 F.3d 918, 923 (6th

Cir. 2013). Once the plaintiff has established a prima facie case, “the burden shifts to

the defendant to show that accommodating the plaintiff would impose an undue hardship

on the operation of its business.” Id.; see also Monette, 90 F.3d at 1183 n.10, 1186

(“The employer will bear the burden of proving . . . that a proposed accommodation

would impose an undue hardship.”).

To provide a reasonable accommodation, an employer may be required to modify

the responsibilities of a disabled employee’s existing job or transfer the employee to a

vacant position with different responsibilities. See 29 C.F.R. § 1630.2(o); Kleiber v.

Honda of Am. Mfg., Inc., 485 F.3d 862, 870 (6th Cir. 2007). If an employee seeks to
No. 13-3272 Rorrer v. City of Stow, et al. Page 15

stay in his or her current job, the term reasonable accommodation means:

“Modifications or adjustments to the work environment, or to the manner or

circumstances under which the position held or desired is customarily performed, that

enable an individual with a disability who is qualified to perform the essential functions

of that position [to stay in the position].” 29 C.F.R. § 1630.2(o). A suggested

accommodation is not reasonable if it requires eliminating an “essential” function of the

job. Id.; see also 42 U.S.C. § 12111(8).

Whether a job function is essential “is a question of fact that is typically not

suitable for resolution on a motion for summary judgment.” Keith, 703 F.3d at 926.

Essential functions are “the fundamental job duties of the employment position the

individual with a disability holds or desires. The term . . . does not include the marginal

functions of the position.” 29 C.F.R. § 1630.2(n)(1). A job function may be considered

essential because (1) the position exists to perform the function, (2) a limited number of

employees are available that can perform it, or (3) it is highly specialized. Id.

§ 1630.2(n)(2). “Whether a function is essential is evaluated on a case-by-case basis by

examining a number of factors.” D’Angelo v. ConAgra Foods, Inc., 422 F.3d 1220, 1230

(11th Cir. 2005) (citation omitted); see also Keith, 703 F.3d at 925-26. Two factors are

“the employer’s judgment as to what functions of a job are essential” and an employer’s

“written description” of the job. 42 U.S.C. § 12111(8). The regulations accompanying

the ADA also direct a court to consider five additional factors:

(iii) The amount of time spent on the job performing the function; 

(iv) The consequences of not requiring the incumbent to perform the

function; 

(v) The terms of a collective bargaining agreement; 

(vi) The work experience of past incumbents in the job; and/or 

(vii) The current work experience of incumbents in similar jobs.

29 C.F.R. § 1630.2(n)(3)(iii)-(vii).
No. 13-3272 Rorrer v. City of Stow, et al. Page 16

At the summary judgment stage, the employer’s judgment will not be dispositive

on whether a function is essential when evidence on the issue is “mixed.” Feldman v.

Olin Corp., 692 F.3d 748, 755 (7th Cir. 2012); see also Keith, 703 F.3d at 926. If an

employer’s judgment about what qualifies as an essential task were conclusive, “an

employer that did not wish to be inconvenienced by making a reasonable accommodation

could, simply by asserting that the function is essential, avoid the clear congressional

mandate that employers mak[e] reasonable accommodations.” Holly v. Clarison Indus.,

L.L.C., 492 F.3d 1247, 1258 (11th Cir. 2007) (alteration in original) (quoting 42 U.S.C.

§ 12112(b)(5)(A)) (internal quotation marks omitted).

Written job descriptions are also not dispositive. See Davidson v. Am. Online,

Inc., 337 F.3d 1179, 1191 (10th Cir. 2003) (“[A]n employer may not turn every

condition of employment which it elects to adopt into a job function, let alone an

essential job function, merely by including it in a job description.”). Testimony from the

plaintiff’s supervisor that a job function is actually marginal may effectively rebut a

written description that states that a job function is essential. See Holly, 492 F.3d at

1257. In Skerski v. Time Warner Cable Co., 257 F.3d 273 (3d Cir. 2001), the Third

Circuit reasoned that “conflicting deposition testimonies” concerning a job’s essential

functions required reversal of a grant of summary judgment to the employer. Id. at 283.

“Although the employer’s judgment and the written job descriptions may warrant some

deference, [the plaintiff] put forth considerable evidence that contradicts [the

employer’s] assertions,” creating a “genuine issue of material fact [concerning] essential

function.” Id.

In Keith, this Court agreed with the employer that “communication” was an

essential part of the job of lifeguard, but rejected the employer’s judgment that hearing

was essential to the position. 703 F.3d at 926-27. The Keith court held that the

accommodations suggested by the plaintiff were reasonable, including adopting a purely

visual scanning technique to detect distressed swimmers, shaking his head and using

hand motions to enforce rules, using laminated cards to communicate “essential”

messages to patrons, and using an employer-provided interpreter during occasional staff
No. 13-3272 Rorrer v. City of Stow, et al. Page 17

meetings. Id. at 922, 926-27. These proposals satisfied Keith’s initial burden of

suggesting a reasonable accommodation. See id.

If a plaintiff’s requested accommodation is a transfer to a different position,

“employers have a duty to locate [a] suitable position[] . . . .” Kleiber, 485 F.3d at 870.

“Nonetheless, to overcome summary judgment, the plaintiff generally must identify the

specific job he seeks and demonstrate that he is qualified for that position.” Id. “[A]n

employer need only reassign the employee to a vacant position.” Cassidy v. Detroit

Edison Co., 138 F.3d 629, 634 (6th Cir. 1998).

The ADA also “mandates an individualized inquiry in determining whether an

[employee’s] disability . . . disqualifies him from a particular position.” Keith, 703 F.3d

at 923 (internal quotations and citation omitted). The individualized inquiry is an

“interactive process” in which “both parties have a duty to participate in good faith.”

Kleiber, 485 F.3d at 871. The purpose is to “identify the precise limitations resulting

from the disability and potential reasonable accommodations that could overcome those

limitations.” Id. (citing 29 C.F.R. § 1630.2(o)(3)). The ADA mandates this process to

ensure that employers do not disqualify applicants and employees based on “stereotypes

and generalizations about a disability, but based on the actual disability and the effect

that disability has on the particular individual’s ability to perform the job.” Keith,

703 F.3d at 923. “If this process fails to lead to reasonable accommodation of the

disabled employee’s limitations, responsibility will lie with the party that caused the

breakdown.” EEOC v. Sears, Roebuck & Co., 417 F.3d 789, 805 (7th Cir. 2005).

This Court and our sister circuits have identified several situations that may

indicate a failure to participate in the interactive process in good faith. Failing to discuss

a reasonable accommodation in a meeting in which the employer takes an adverse

employment action against an injured employee may demonstrate a lack of good faith.

EEOC v. Chevron Phillips Chem. Co., 570 F.3d 606, 622 (5th Cir. 2009). Similarly,

failing to assist an employee in seeking an accommodation may suggest bad faith.

Canny v. Dr. Pepper/Seven-Up Bottling Grp., Inc., 439 F.3d 894, 902 (8th Cir. 2006).

This Court held in Keith that a cursory medical examination and summary conclusion
No. 13-3272 Rorrer v. City of Stow, et al. Page 18

that a disabled individual is not fit for employment violates an employer’s duty to engage

in the interactive process in good faith. 703 F.3d at 924.

Although mandatory, failure to engage in the interactive process is only an

independent violation of the ADA if the plaintiff establishes a prima facie showing that

he proposed a reasonable accommodation. See id. at 929; Brietfielder v. Leis, 151 F.

App’x 379, 386 (6th Cir. 2005).

B. Essential Function

The district court correctly found, and the parties do not dispute, that the City

relied on Rorrer’s disability in making an adverse employment decision against him.

The district court then properly proceeded to address the primary dispute between the

parties: whether the City complied with the ADA in relying on Rorrer’s disability as a

basis for terminating him. See Monette, 90 F.3d at 1186.

The district court erred, however, in finding there was no genuine dispute as to

whether driving a fire apparatus under emergency lights was an essential function of a

Stow firefighter. The district court based this finding on its conclusion that the

Department utilized the NFPA guidelines for determining a firefighter’s essential

functions. In the alternative, the lower court gave deference to Chief Kalbaugh’s

assertion that this function was essential, finding corroboration in the Department’s

internal list of essential functions and Rorrer’s admission that he “could not refuse” to

drive an apparatus if instructed to do so. 

The district court found “no issue of fact surrounding whether Stow utilized the

NFPA guidelines” and credited the City’s position that NFPA essential Job Task 10,

“[o]perating fire apparatus or other vehicles in an emergency mode with emergency

lights and sirens,” applied to Rorrer. The court stated that, “even if Stow has not

formally adopted the NFPA guidelines, the record is replete with evidence that Stow’s

chief, Chief Kalbaugh, and its physician, Dr. Moten, relied upon those guidelines” in

determining a firefighter’s essential functions.
No. 13-3272 Rorrer v. City of Stow, et al. Page 19

The record is actually replete with evidence that the Department never adopted

NFPA guidelines and did not rely on them in determining that Rorrer was unfit to serve

as a Stow firefighter. Multiple witnesses testified that the Department never adopted the

NFPA guidelines. The Department did not execute the NFPA’s implementation plan,

and did not require the annual physicals mandated by the NFPA. 

The record suggests that Dr. Moten was not familiar with the NFPA guidelines

and did not rely on them in finding Rorrer unfit to serve as a firefighter. When asked by

Rorrer what “fire regs” would prohibit Rorrer from returning to work, Dr. Moten

referred vaguely to “literature on line [sic]” that he had found the night before, and he

did not reference the NFPA. When deposed, Dr. Moten initially could not identify what

“fire regs” mandated that a monocular firefighter was unfit to serve. When asked for

specifics, he repeatedly referred vaguely to “fire regs” before finally stating, “Let me

look.” Only after counsel asked for a break was Dr. Moten able to identify the “NFPA,”

but he still could not say what those initials represented. When asked whether he had

read the guidelines when Chief Kalbaugh gave them to him in 2003, Dr. Moten gave

contradictory answers, initially stating that he had read the portions relating to physicals

and then, after another intervention by counsel, stating that he had read the “entire

stack.”

The district court did not reference any of this evidence when finding that “the

record is replete with evidence that . . . Moten relied upon those guidelines” in finding

Rorrer unfit to serve as a firefighter. Drawing all reasonable inferences in favor of

Rorrer, a reasonable jury could find that the Department had never adopted the NFPA

guidelines, that Dr. Moten’s determination was not based on the application of the

NFPA’s list of essential functions of a firefighter, and that the City’s reference to the

NFPA was an ex post pretext.

The district court also found that, even absent the NFPA guidelines, there was

no genuine dispute about whether operating a fire apparatus during an emergency was

an essential function of a Stow firefighter. The court reasoned that it was “required to

give deference to Stow’s judgment regarding what the essential functions of the position
No. 13-3272 Rorrer v. City of Stow, et al. Page 20

were.” The court supported its holding by referencing the City’s internal list of essential

functions and Rorrer’s admission that he “could not refuse” to drive an apparatus if

instructed to do so.

Contrary to the district court’s opinion, however, federal courts are not “required

to give deference to [the employer’s] judgment regarding what the essential functions

of the position [are]” when the record suggests that there is a genuine dispute of material

fact on the issue. See Keith, 703 F.3d at 925-26. The ADA states that the court should

give “consideration” to the employer’s determination, not “deference,” with the latter

incorrectly implying that the employer’s position creates a strong presumption in its

favor. See 42 U.S.C. § 12111(8); Feldman, 692 F.3d at 755. The employer’s

determination about what functions are essential is certainly given weight, but it is one

of seven factors the court should consider, including “[t]he amount of time spent on the

job performing the function” and “[t]he consequences of not requiring the [employee]

to perform the function.” 29 C.F.R. § 1630.2(n)(3)(iii), (iv); Feldman, 692 F.3d at 755.

The district court appears not only to have given deference to the City’s position, but to

have considered only the City’s position, failing to consider all of the § 1630.2 factors

while drawing all reasonable inferences in Rorrer’s favor as required at the summary

judgment stage.

According to Rorrer, the consequences of forbidding a firefighter from driving

an apparatus during an emergency would be minimal. Driving a fire apparatus during

an emergency is not a “highly specialized” task or a job requirement that only “a limited

number of employees are available” to do. 29 C.F.R. § 1630.2(n)(2); Skerski, 257 F.3d

at 280. Rather, Rorrer brought forth direct evidence that such an accommodation would

be “very easy” for the Department to implement. According to that direct evidence,

some Stow firefighters never drive an apparatus “as a matter of choice.” The district

court was required to accept this evidence as true. Close, 379 F.3d at 416. When read

in the light most favorable to Rorrer, the record is clearly “mixed” about whether driving

an apparatus during an emergency was an essential task for a Stow firefighter. Feldman,

692 F.3d at 755; see also Keith, 703 F.3d at 926.
No. 13-3272 Rorrer v. City of Stow, et al. Page 21

The district court also considered the City’s job description of a firefighter, a

relevant factor in determining a position’s essential functions, but erred in finding the

job description dispositive of the issue. See Skerski, 257 F.3d at 277. Under the heading

“Essential Functions,” the City’s job description lists seventeen job requirements, each

of which describes a duty with an unqualified verb, such as “[p]erforms necessary basic

and advanced life support” and “[r][esponds to fire alarms.” There is one exception.

Paragraph 9 states, “[m]ay operate emergency vehicles en route to emergencies and

during patient transport to hospital.” This description is the only one that incorporates

conditional language. The district court stated that the City’s internal list of essential

functions “mimic[ked]” those of the NFPA, but the word “may” is a notable addition to

the list not present in NFPA Job Task 10. A reasonable jury could find that the addition

of the conditional “may” to a task in a list that otherwise mirrors the NFPA’s mandatory

language reflects the peculiarity of the Department’s rotation policy, in which it is

essential for some firefighters to drive an apparatus but not necessary that every

firefighter do so. The testimony of multiple Stow firefighters corroborates this reading.

The district court likewise should have considered the statement of Packard—a

supervisor who asked to have Rorrer serve in his company—in his declaration that

driving an apparatus during an emergency was not an essential function of the job. See

Holly, 492 F.3d at 1257.

The City’s written job description and the conflicting testimony about the

essential functions of a Stow firefighter are similar to the dispute in Skerski. 257 F.3d

273. There, the Third Circuit held that the job description’s statement of “[m]ay climb

poles to perform line transfers”—listed as an essential function—combined with the

employer’s insistence that climbing was essential, did not eliminate the genuine dispute

created by the “conflicting deposition testimonies.” Id. at 276, 283 (alteration in

original). Evidence in Skerski and here suggests that the respective employees could do

their jobs for years without performing the listed function. Skerski, 257 F.3d at 281. In

both cases, the employer did not hire employees solely to perform the listed function,

and the function did not require particular expertise. See id. at 280.
No. 13-3272 Rorrer v. City of Stow, et al. Page 22

The district court dismissed any relevance to the presence of the term “may,”

stating that “Rorrer concedes . . . he could not refuse to drive an apparatus if ordered to

do so” and “the record is replete with evidence that no firefighters within Stow were able

to opt out of any of the essential functions” detailed in the Department’s job description.

An “essential” task, however, is not any task that an employee would feel compelled to

perform if ordered to perform it by his or her employer. See Holly, 492 F.3d at 1258

(holding that an employer cannot simply assert that a function is essential to “avoid the

clear congressional mandate that employers mak[e] reasonable accommodations”). That

definition—“a task is essential if the employer orders it done”—contradicts a central

purpose of the ADA, which is to prohibit employers from requiring disabled employees

to perform certain tasks that the law deems nonessential. See, e.g., Davidson, 337 F.3d

at 1191 (“[A]n employer may not turn every condition of employment which it elects to

adopt into a job function, let alone an essential job function, merely by including it in a

job description.”). Determining whether a function is essential “is a question of fact that

is typically not suitable for resolution on a motion for summary judgment.” Keith,

703 F.3d at 926. The district court thus erred in prematurely deciding whether driving

an apparatus during an emergency was an “essential” function of a Stow firefighter

because the evidence creates a genuine dispute about that fact.

C. Reasonable Accommodation

Prior to Rorrer’s final termination, he sought two accommodations from the City:

(1) authorization to continue working as a firefighter without driving a fire apparatus

during an emergency, and (2) transfer to the FPB to serve as a fire inspector. The district

court erred in finding that, as a matter of law, both of Rorrer’s requested

accommodations were unreasonable.

The district court based its finding as to driving on the errant premise that no

genuine issue of material fact existed about whether driving a fire apparatus during an

emergency was an essential function of a Stow firefighter. The law places a significant

burden on employers to accommodate an employee’s injuries. See, e.g., Keith, 703 F.3d

at 926-27. Shifting marginal duties to other employees who can easily perform them is
No. 13-3272 Rorrer v. City of Stow, et al. Page 23

a reasonable accommodation. See id.; see also 29 C.F.R. §§ 1630.2(n)(1), (3). Drawing

all reasonable inferences in favor of Rorrer, the suggested accommodation that he not

drive an apparatus during an emergency was reasonable because it would have excused

him from performing a marginal function that could have “easily” been performed by his

colleagues. 29 C.F.R. § 1630.2(n)(1); Keith, 703 F.3d at 926-27. The district court erred

in prematurely determining that, as a matter of law, Rorrer could not carry his burden of

showing that the requested accommodation was reasonable. See, e.g., Keith, 703 F.3d

at 926-27; Monette, 90 F.3d at 1186.

Even if operating an apparatus during an emergency were an essential function

of a Stow firefighter, the district court erred in finding that Rorrer’s proposed

accommodation of transfer to the FPB was unreasonable. The district court so found

because it concluded that Rorrer’s contentions that a vacancy existed were “not based

in fact.” According to the district court:

Rorrer appears to rely upon the fact that there was an individual, Rick

Henkel, that remained on light duty work in the Bureau for nearly two

years . . . . [T]here is simply no dispute that any such assignment in the

Bureau is designed to transition the employee back to full time work.

Rorrer cannot be transitioned.

The court’s finding is two-fold: first, that there was no vacant permanent position in the

FPB; and second, that Rorrer was unfit, as a matter of law, to serve in the FPB because

his condition permanently precluded him from operating an apparatus during an

emergency. See Cassidy, 138 F.3d at 634 (“[A]n employer need only reassign the

employee to a vacant position.”) The district court erred on both counts. 

There is a genuine dispute between the parties as to whether there was a vacancy

in the FPB when Rorrer made his request for a transfer. Chief Kalbaugh states that there

were only two permanent positions in the FPB, both of which were filled. Rorrer states

that there was a third permanent position occupied by Rick Ray and that it became

vacant when Ray received a promotion. The email Hodson sent to Graham, stating that

“Rick Ray . . . will come out of the [FPB], leaving them one short in prevention,”

corroborates Rorrer’s testimony. Because the court must accept “as true” Rorrer’s
No. 13-3272 Rorrer v. City of Stow, et al. Page 24

testimony and Hodson’s email, there is a genuine dispute of material fact as to whether

a vacancy existed in the FPB. See Close, 379 F.3d at 416.

The City argues that, even if a permanent position existed in the FPB, Rorrer’s

transfer request was unreasonable because “the position of ‘Fire Inspector’ does not

exist; it is merely a firefighter assigned to a particular job duty.” See Kleiber, 485 F.3d

at 870 (“[T]he plaintiff generally must identify the specific job he seeks and demonstrate

that he is qualified for that position.”). This argument lacks merit. The position in the

FPB was that of an inspector, designed to prevent fires, not fight them. The City does

not dispute that Rorrer had the “expertise, training, and certification” to fulfill these job

duties. Rather, the City argues that Rorrer was unqualified because the Department’s job

description of someone functioning as a fire inspector is “firefighter,” which includes the

task of driving an apparatus during an emergency. The City’s unwillingness to modify

a job description to accommodate Rorrer, even though that modification would not have

required any change in job duties, falls short of the City’s obligation “to locate a suitable

position” for Rorrer after he identified a vacancy and requested a transfer. See Kleiber,

485 F.3d at 870.

D. Undue Burden

The district court erred in finding that Rorrer’s requested accommodation not to

drive during an emergency would place an undue burden on the City. The district court

based this decision entirely on its finding that this function was “quite clearly a business

necessity.” Rorrer met his initial burden to show that the proposed accommodation was

“reasonable,” shifting the burden to the City to prove that the accommodation would

amount to an undue burden. Keith, 703 F.3d at 923; Monette, 90 F.3d at 1186. The

City’s argument that excusing Rorrer from driving an apparatus during an emergency

would impose an undue burden mirrors its argument that this function is essential.

Because the record suggests that the City could have easily met the requested

accommodation, Stow failed to establish undue burden at the summary judgment stage.

Monette, 90 F.3d at 1186. 
No. 13-3272 Rorrer v. City of Stow, et al. Page 25

E. Interactive Process

The district court likewise erred in finding that Rorrer’s “claim that Stow failed

to engage in the interactive process must . . . fail” because Rorrer never proposed a

reasonable accommodation. Rorrer proposed two reasonable accommodations, making

a failure to engage in the interactive process an independent violation of the ADA. See

Keith, 703 F.3d at 929; Brietfielder, 151 F. App’x at 385. There is a genuine dispute of

fact as to whether the City participated in “good faith,” Kleiber, 485 F.3d at 871, in an

“individualized inquiry” to determine whether the City could accommodate Rorrer’s

disability. Keith, 703 F.3d at 923.

The parties do not dispute that Rorrer was fit to perform all functions of a

firefighter except driving an apparatus during an emergency. Despite evidence that

driving an apparatus during an emergency was not an essential function of a Stow

firefighter, however, the City apparently never considered accommodating Rorrer. After

Dr. Henderson initially cleared Rorrer to return to work, Chief Kalbaugh intervened to

change the decision, at which point Dr. Moten reversed Dr. Henderson’s decision

without first examining Rorrer. See Keith, 703 F.3d at 924 (holding that to conclude

after a brief medical examination that a disability precludes employment violates the

ADA). Chief Kalbaugh never inquired of those who would serve on Rorrer’s crew

whether they could take Rorrer out of the driving rotation, “because [of his belief that

Stow] simply cannot have a rule permitting certain Stow firefighters to opt out of driving

fire apparatus in emergency conditions.” The City’s immediate conclusion that Rorrer

was unfit to serve as a firefighter suggests bad faith and falls short of its obligation under

the ADA to assist an employee seeking an accommodation. Canny, 439 F.3d at 902.

The record also suggests that the City did not seek, in good faith, to

accommodate Rorrer’s request for a transfer to the FPB. At a meeting on February 5,

2009, between Rorrer and Stow officials, the City officials “refused to discuss”

reassignment. See Chevron Phillips, 570 F.3d at 622 (holding that the failure not to

discuss a reasonable accommodation in a meeting about the employee’s injury and

position with the employer suggests bad faith). Although Chief Kalbaugh states that he
No. 13-3272 Rorrer v. City of Stow, et al. Page 26

explored a possible accommodation for Rorrer in the FPB, Chief Kalbaugh dismissed

that option because Rorrer “would still need to perform all the essential job duties as a

firefighter.” Chief Kalbaugh’s statement underscores the City’s lack of good faith in

seriously seeking accommodation. Keith, 703 F.3d at 923 (employers should seek to

accommodate “the effect . . . [a disability] may have on [on the particular individual’s]

ability to perform the job”). If placed in the FPB, Rorrer would “need” to perform the

function of operating a fire apparatus under emergency lights only because the City’s

policy said so. There is no indication on the record that a fire inspector ever actually

performed this function. Had the City engaged in a good faith effort to accommodate

Rorrer, the record suggests that Rorrer could have served in the FPB without any

modification of the actual job duties that position entails.

For the foregoing reasons, we hold that the district court improperly granted

summary judgment to the City on Rorrer’s ADA and Ohio discrimination claims.

IV. ADA Retaliation Claim

The ADA provides: “No person shall discriminate against any individual

because such individual has opposed any act or practice made unlawful by this chapter

or because such individual made a charge, testified, assisted, or participated in any

manner in an investigation, proceeding, or hearing under this chapter.” 42 U.S.C.

§ 12203(a). Because Rorrer does not claim to have direct evidence of retaliation, this

Court analyzes his claim for ADA retaliation using the McDonnell-Douglas burdenshifting approach. A.C. v. Shelby Cnty. Bd. of Educ., 711 F.3d 687, 697 (6th Cir. 2013).

The plaintiff bears the initial burden to establish a prima facie case of retaliation, which

requires a showing that (1) the plaintiff engaged in activity protected under the ADA;

(2) the employer knew of that activity; (3) the employer took an adverse action against

plaintiff; and (4) there was a causal connection between the protected activity and the

adverse action. Id. Establishing a prima facie case of retaliation is a “low hurdle.”

Gribcheck, 245 F.3d at 551 (holding that the plaintiff “easily” established that he was

engaged in protected activity because the alleged retaliation was for filing a

discrimination claim).
No. 13-3272 Rorrer v. City of Stow, et al. Page 27

The ADA is not, however, a catchall statute creating a cause of action for any

workplace retaliation, but protects individuals only from retaliation for engaging in, or

aiding another who engages in, activity covered by the ADA. 42 U.S.C. § 12203(a).

“Protected activity typically refers to action taken to protest or oppose a statutorily

prohibited discrimination.” Goonan v. Fed. Reserve Bank of New York, 916 F. Supp. 2d

470, 484-85 (S.D.N.Y. 2013) (citing Cruz v. Coach Stores, Inc., 202 F.3d 560, 566 (2d

Cir. 2000)). In Reynolds v. American National Red Cross, 701 F.3d 143 (4th Cir. 2012),

the Fourth Circuit held that the plaintiff’s claim that his employer retaliated against him

for filing a workers’ compensation claim failed because “a workers’ compensation claim

is not something . . . covered by the ADA.” Id. at 154. The ADA is a discrimination

statute and does not protect an employee who participates in arbitration proceedings

contesting employment decisions that do not involve any claims of discrimination.

Compare Jackson v. J. Lewis Crozer Library, 445 F. App’x 533, 536-37 (3d Cir. 2011)

(holding that because the accommodation plaintiff sought was to home school her child

and not to accommodate her disability, she failed to meet a prima facie case of

retaliation) with Sulima v. Tobyhanna Army Depot, 602 F.3d 177, 188 (3d. Cir. 2010)

(holding that requesting an accommodation because of a disability is protected activity

under the ADA).

Rorrer claims that the City retaliated against him for testifying on Yoder’s behalf

in an arbitration proceeding, not for requesting an accommodation for his monocular

vision or another act related to his disability. The facts underlying Yoder’s suspension

and the City’s conduct in disciplining Yoder do not involve any allegations of

discrimination. Rorrer thus cannot establish a prima facie case of ADA retaliation

because the ADA does not cover the activity for which he allegedly suffered retaliation.

See Gribcheck, 245 F.3d at 551. We accordingly hold that the district court did not err

when it granted summary judgment to Stow on Rorrer’s ADA retaliation claim.

V. First Amendment § 1983 Claims

Rorrer brought 42 U.S.C. § 1983 claims for First Amendment retaliation against

both the City and Chief Kalbaugh. The district court granted Chief Kalbaugh’s motion
No. 13-3272 Rorrer v. City of Stow, et al. Page 28

to dismiss Rorrer’s claim against him and granted the City’s motion for summary

judgment as to the claim against it.

For a public employee to establish a claim of First Amendment retaliation, he

must show that (1) he engaged in constitutionally protected speech or conduct; (2) the

employer took an adverse action against him that would deter an ordinary person from

engaging in that conduct; and (3) there is a causal connection between elements one and

two. Scarbrough v. Morgan Cnty. Bd. of Educ., 470 F.3d 250, 255 (6th Cir. 2006); see

also Farhat v. Jopke, 370 F.3d 580, 588 (6th Cir. 2004) (holding that causation is present

when “the protected speech was a ‘substantial’ or ‘motivating factor’ in the adverse

action”). This Court applies a two-part inquiry to determine whether a plaintiff engaged

in constitutionally protect speech or conduct, asking (1) if the speech involved is a

“matter of public concern,” and (2) “if the employee’s free speech interests outweigh the

efficiency interests of the government as employer.” Scarbrough, 470 F.3d at 255.

“Whether the speech at issue involves a matter of public concern is a question

of law for the court.” Farhat, 370 F.3d at 589. The Supreme Court’s decision in

Connick v. Myers, 461 U.S. 138 (1983), is its “most instructive case on this issue.”

Cochrel v. Shelby Cnty. Sch. Dist., 270 F.3d 1036, 1050 (6th Cir. 2001). In Connick, the

Supreme Court held that government employers are given “wide latitude in managing

their offices” and their decisions “are not subject to judicial review even if the reasons

for the dismissal are alleged to be mistaken or unreasonable.” 461 U.S. at 146 (citations

omitted). Whether an employee’s speech addresses a matter of public concern depends

on whether the speech can be “fairly considered as relating to any matter of political,

social, or other concern to the community,” determined by “the content, form, and

context of a given statement, as revealed by the whole record.” 461 U.S. at 146, 147-48.

The content of the speech is particularly relevant. See Dambrot v. Cent. Mich.

Univ., 55 F.3d 1177, 1189 (6th Cir. 1995) (“The linchpin of the inquiry is . . . the extent

to which the speech . . . impacts our social and/or political lives.”). Speech in the

context of internal personnel disputes typically does not relate to matters of public
No. 13-3272 Rorrer v. City of Stow, et al. Page 29

concern. See Borough of Duryea v. Guarnieri, 131 S. Ct. 2488, 2501 (2011) (“A petition

filed with an employer using an internal grievance procedure in many cases will not seek

to communicate to the public or to advance a political or social point of view beyond the

employment context.”); Van Compernolle v. City of Zeeland, 241 F. App’x 244, 250 (6th

Cir. 2007) (“[The plaintiff’s] participation in other officers' grievance procedures was

not a matter of public concern.”); Brandenburg v. Hous. Auth. of Irvine, 253 F.3d 891,

898 (6th Cir. 2001) (“Such matters of public concern are to be contrasted with internal

personnel disputes . . . .”).

This Court has yet to address squarely whether sworn testimony in a judicial

proceeding by a public employee elevates that speech to the level of public concern

regardless of its content, but some of our sister circuits have. See, e.g., Green v. Phila.

Hous. Auth., 105 F.3d 882, 887 (3d Cir. 1997); Johnston v. Harris Cnty. Flood Control

Dist., 869 F.2d 1565, 1578 (5th Cir. 1989). At least four circuits have decided that the

mere act of giving sworn testimony is not enough for speech to rise to a matter of public

concern. See Alpha Energy Savers, Inc. v. Hansen, 381 F.3d 917, 926 n.6 (9th Cir.

2004) (citing Maggio v. Sipple, 211 F.3d 1346, 1352-54 (11th Cir. 2000); Padilla v. S.

Harrison R–II Sch. Dist., 181 F.3d 992, 996-97 (8th Cir. 1999); Wright v. Illinois Dept.

of Children & Family Servs., 40 F.3d 1492, 1505 (7th Cir. 1994); Arvinger v. Mayor &

City Council of Balt., 862 F.2d 75, 77-78 (4th Cir. 1988)). No circuit has adopted the

rule that sworn testimony in a private arbitration is on a matter of public concern,

regardless of content. 

 The content of Rorrer’s testimony at Yoder’s arbitration did not relate “to any

matter of political, social, or other concern to the community.” Connick, 461 U.S. at

146. Rorrer’s testimony was purely a private matter, concerning the facts surrounding

a colleague’s discipline by the Department. Although Rorrer testified under oath, sworn

testimony in a private proceeding is not sufficient to elevate speech of purely private

content to a matter of public concern. See, e.g., Arvinger, 862 F.2d 75, 78 (holding that

an employee’s testimony at a coworker’s fair employment hearing did not touch on a

matter of public concern). The district court therefore properly dismissed Rorrer’s First
No. 13-3272 Rorrer v. City of Stow, et al. Page 30

Amendment retaliation claim against Chief Kalbaugh and properly granted summary

judgment to the City on Rorrer’s First Amendment retaliation claim against it. 

VI. Motion in Limine Excluding Evidence Related to Other Monocular Firefighters

Under the Federal Rules of Civil Procedure, a district court may “limit the

. . . extent of discovery . . . if it determines that . . . the burden or expense of the proposed

discovery outweighs its likely benefit.” Fed. R. Civ. P. 26(b)(2)(C). This Court reviews

for abuse of discretion a district court’s limitation on the discovery process. Sierra Club

v. Slater, 120 F.3d 623, 638 (6th Cir. 1997). An abuse of discretion exists when a

reviewing court is firmly convinced that a mistake has been made. Ross v. Duggan, 402

F.3d 575, 581 (6th Cir. 2004) (citation omitted).

When it granted the City’s Motion in Limine to prevent Rorrer from seeking

discovery from two other individuals with monocular vision that currently serve as

firefighters, the court below found:

Contrary to Rorrer’s assertions, if he seeks discovery from these

firefighters, Defendants would be entitled to review the medical records

of both these non-parties. The process for obtaining these records would

certainly be lengthy, time-consuming, and expensive. Rorrer contends

that ‘the fact that the firefighter has monocular vision is the only

pertinent inquiry.’ However, this presupposes that all monocular vision

impairments are identical. Of course, no reasonable defendant would

simply assume that these firefighters’ impairments are identical to

Rorrer’s impairment. Instead, the particular impairment of each of these

firefighters would be examined.

The district court’s conclusion that Rorrer’s requested discovery would create “a burden

or expense . . . [that would] outweigh its likely benefits” was not unreasonable. Fed. R.

Civ. P. 26(b)(2)(C). Because this Court does not possess a firm conviction that a mistake

has been made, the district court’s decision to deny Rorrer’s requested discovery was not

an abuse of discretion.
No. 13-3272 Rorrer v. City of Stow, et al. Page 31

VII. Rorrer’s Request for Reassignment on Remand

Rorrer alleges that the district judge has demonstrated bias against him and

requests that we order the case reassigned to another judge upon remand. Under 28

U.S.C. § 455(a), “[a]ny justice, judge, or magistrate judge of the United States shall

disqualify himself in any proceeding in which his impartiality might reasonably be

questioned.” The purpose of this statute is “to avoid not only partiality but also the

appearance of partiality.” In re Reassignment of Cases, 736 F.3d 118, 123 (2d Cir.

2013). This Court possesses the power, under appropriate circumstances, to order the

reassignment of a case on remand pursuant to 28 U.S.C. § 2106. Villegas v. Metro.

Gov’t of Nashville, 709 F.3d 563, 580 (6th Cir. 2013). To determine whether

reassignment is necessary, this Court considers:

(1) whether the original judge would reasonably be expected to have

substantial difficulty in putting out of his or her mind previously

expressed views or findings; (2) whether reassignment is advisable to

preserve the appearance of justice; and (3) whether reassignment would

entail waste and duplication out of proportion to any gain in preserving

the appearance of fairness.

U.S. ex rel. Williams v. Renal Care Grp., Inc., 696 F.3d 518, 532-33 (6th Cir. 2012)

(citation omitted). “Reassignment is an extraordinary power and should be rarely

invoked.” Id. (internal quotation marks and citation omitted).

Rorrer requests reassignment to a different judge based on his contention that the

district court’s handling of discovery in this case suggests that the district judge may be

biased against him. First, the district court ordered Rorrer to identify, within fourteen

days of the January 4, 2012 status conference, “five witnesses from his list most likely

to be utilized at trial in this matter to facilitate any future depositions . . . .” The order

emphasized: “Any witness that has not been identified by the end of this 14 day period

will not be permitted to be utilized at trial absent extraordinary circumstances.” The

district court did not provide any explanation or basis for the imposition of this discovery

limitation, and it did not impose the same numerical limit on Defendants. A one-sided

order so severely limiting the number of witnesses that a plaintiff may call without any
No. 13-3272 Rorrer v. City of Stow, et al. Page 32

explanation or apparent rationale would appear to raise the possibility of bias or the

appearance of lack of impartiality.

Subsequently, in considering Defendants’ motion for summary judgment, the

district court ignored several sworn witness declarations Rorrer submitted in opposition

to Defendants’ motion for summary judgment (including declarations by two witnesses,

Packard and Yoder, whom Rorrer had listed on the January 4, 2012 witness list but did

not include in his pared-down, “Rule of 5” list), and it essentially granted Defendants’

motion to strike the declarations based on the “Rule of 5” order. Although the “Rule of

5” order only referenced witnesses to be used at trial and did not expressly prohibit

Rorrer from submitting sworn declarations in opposition to a motion for summary

judgment, in addressing Defendants’ motion to strike these declarations, the district court

accused Rorrer of contravening the court’s order and trying to “sandbag” the City.

Specifically, the court stated: 

Initially, the Court finds that Rorrer clearly contravened this Court’s

order regarding the identification of witnesses when he provided the

declarations at issue. The Court’s order was designed to ensure that only

necessary depositions would occur. It was not designed to allow Rorrer

to sandbag Stow with wholly unanticipated declarations.

The Court would note that to the extent a reviewing court would

conclude that a genuine issue of material fact is generated by those

precise declarations, the Court would find them to be properly stricken

as in direct violation of Rorrer’s obligation to identify witnesses in a

timely manner to facilitate deposition practice.

In the case at hand, the district court judge’s statements indicate that allowing the

same district judge to preside over this case on remand would compromise “the

appearance of justice.” Renal Care Grp., 696 F.3d at 532. Considered together with the

questionably imposed discovery order, the district judge’s statements are problematic.

Although “judicial remarks during the course of a trial that are critical or disapproving

of, or even hostile to, counsel, the parties, or their cases, ordinarily do not support a bias

or partiality challenge . . . . they will do so if they reveal such a high degree of favoritism

or antagonism as to make fair judgment impossible.” Liteky v. United States, 510 U.S.

540, 555 (1994). In the instant case, the district judge reprimanded Rorrer—scolding
No. 13-3272 Rorrer v. City of Stow, et al. Page 33

him for “clearly contraven[ing]” the discovery order by submitting sworn witness

declarations in response to a summary judgment motion—and accused Rorrer of

attempting to “sandbag” Defendants. The district court actually misconstrued its own

discovery order, and it scolded Rorrer for behavior permissible under the order. The

district court’s discovery order required only that Rorrer submit the names of witnesses

Rorrer believed, prior to the close of discovery, that he would most likely use at trial; it

did not prohibit Rorrer from submitting witness declarations in opposition to a motion

for summary judgment. In conjunction with the district court’s imposition of one-sided

discovery restrictions, the judge’s remarks “compromise the appearance of justice.”

Renal Care Grp., 696 F.3d at 532.

The district court’s preemptive statement that it would strike the witness

declarations that this Court might deem to be admitted properly suggests that the district

judge may “reasonably be expected to have substantial difficulty in putting out of his

. . . mind previously expressed views or findings.” Id.; see also United States v. Bistline,

720 F.3d 631, 634 (6th Cir. 2013) (granting government’s request to reassign case for

sentencing where district judge said he would not send “somebody like [the defendant]”

to prison).

As to the third factor, we do not believe that “reassignment would entail waste

and duplication out of proportion to any gain in preserving the appearance of fairness.”

Renal Care Grp., 696 F.3d at 532-33. “Any lost efficiency is not out of proportion to

the gain in preserving the appearance of fairness.” United States v. Gapinski, 422 F.

App’x 513, 522 (6th Cir. 2011). This is not a case with a “complex factual record.” Cf.

Villegas, 709 F.3d at 580 (declining to reassign based, in part, on “the nature of [the]

complex litigation with multiple experts and significant time spent in discovery”);

Hamad v. Woodcrest Condo. Ass’n, 328 F.3d 224, 239 (6th Cir. 2003) (declining

reassignment based, in part, on the “extensive joint appendix and hundreds of pages of

briefs”). Moreover, this Court’s opinion affirming the dismissal of many of Rorrer’s

claims significantly streamlines the issues that remain in the case. Another district judge

will not have trouble familiarizing himself or herself with the facts underlying Rorrer’s
No. 13-3272 Rorrer v. City of Stow, et al. Page 34

discrimination claims so that the parties may proceed to a fair and impartial trial on the

merits in accordance with this Court’s opinion.

All three factors militate in favor of reassigning this case. We agree with Rorrer

that the district court’s handling of this case was questionable and that reassignment is

advisable to preserve “the appearance of justice.” Renal Care Grp., 696 F.3d at 532; see

also United States v. Hagby, 20 F. App’x 299, 300-01 (6th Cir. 2001) (finding “the

appearance of justice would best be preserved by reassignment” where the district judge

forcefully expressed her dislike of drugs and imposed the maximum sentence available

under the applicable guideline range, stating, “You just got the wrong judge”). We

therefore grant Rorrer’s request for reassignment to a different district judge on remand

in order to avoid the appearance of partiality.

VIII. Conclusion

Because genuine disputes of material fact remain regarding Rorrer’s disability

discrimination claims, we REVERSE the district court’s grant of summary judgment to

the City on Rorrer’s ADA and Ohio discrimination claims and REMAND those claims

for trial before a different district judge. We AFFIRM the district court in all other

respects. In addition, although we have indicated that the district court’s prior decision

to exclude Rorrer’s requested discovery related to other monocular firefighters was not

an abuse of discretion, we leave to the discretion of the district court judge to whom the

case is reassigned on remand the decision whether the interests of justice require further

discovery, and if so, the scope of the discovery that should be permitted.