The manager relieved him of his responsibilities for facilitating meetings and allowed him mainly to do clerical work. The company's first response to the doctor's letter came 11 days later, when the manager met with the engineer, told him they felt they already were providing the accommodations requested by the doctor, and notified him that since he had never provided a written improvement plan and had not shown improvement, he would be terminated as per the original written warning. He lost before the 1st U.S. Circuit Court of Appeals. From a values perspective, we might wonder if the manager in this case did everything he could to help the employee be a success. For case excerpts, go here .
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