Opinion ID: 801908
Heading Depth: 3
Heading Rank: 1

Heading: Job Modification

Text: The ADA and the Rehabilitation Act both prohibit retaliation against individuals who have opposed disability discrimination by issuing complaints or taking other actions. See 42 U.S.C. § 12203(a); 29 U.S.C. §§ 791(g), 793(d), 794(d). To establish a prima facie case for retaliation, Barton “must show (1) statutorily protected expression; (2) adverse employment action; and (3) a causal link between the protected expression and the adverse action.” Stewart v. Happy Herman’s Cheshire Bridge, 117 F.3d 1278, 1287 (11th Cir. 1997). Once Barton makes such a showing, GSU must articulate a legitimate, non-retaliatory reason for the employment action. Id. If GSU can do so, Barton must then establish that the proffered reasons are pretextual. See id. Even assuming Barton was able to establish a prima facie case for retaliation, he was not able to establish that GSU’s proffered reason for the reduction in his duties was pretextual. GSU brought forth evidence that Nelson and Huss believed Barton requested a reduction in duties because of the cut in his hours and salary. Barton even admitted that the reduction in duties could have been an accommodation for his disability provided by GSU. 8 Furthermore, GSU believed the duties removed from Barton’s job could be allocated to other workers, which would allow Barton to focus all of his energy on fewer tasks. Though Barton may dispute this belief, he cannot substitute GSU’s business judgment for his own. See Alvarez v. Royal Atl. Developers, Inc., 610 F.3d 1253, 1265 (11th Cir. 2010).