Opinion ID: 2996117
Heading Depth: 2
Heading Rank: 3

Heading: Rauen’s Accommodation Request

Text: Because of these complications, upon returning to work in January 1999, Rauen presented UST with a letter from her doctor stating that it would be beneficial for her to work from a home office. In response to this letter, UST requested that Rauen sign a release form permitting its independent contractor health and disability consultant, Dr. Cassidy, to obtain Rauen’s medical information in order to review her accommodation request. Rauen, however, re- 4 No. 01-3973 fused to sign the release. Her refusal, she informs us, stemmed from concern over the fact that Dr. Cassidy, in addition to being a medical doctor, also held a law degree, and she did not feel comfortable giving her medical records to a lawyer who worked for UST. Thus, no further action was taken by either party pursuant to this initial accommodation request, and Rauen continued to work full time at the office. In May 1999, she presented UST with another letter, renewing her request to work at home. Although she had still not signed the medical release, UST agreed to meet with her on May 6, 1999, to discuss possible accommodations. Rauen made detailed notes of this meeting. Both parties agree that her notes accurately reflect the events that transpired. The relevant portions of those notes are reproduced below: 11. They asked how this home office would work. How many days would I be at home. I said I would be at the plant as needed—that my job was not routine, it was project oriented, so that, as projects required it, I would be here 7 days a week, that, in the past, I have worked 20-hour days . . . . But if there were no reason to be here, then I would be home. They said they felt that some structure was needed, maybe coming to work 1 day each week. I said I could see no reason to do that for the sake of doing that. They said they felt that things going on in the Plant would affect my projects and that I needed to be here to know what’s going on. I said I could do that by phone and, when I felt it was necessary, I would go to the Plant. So they said you want a home office in its entirety, that a partial home office was not acceptable. I said yes . . . . 12. They asked who would determine when I came to work. I said if John wanted me for a meeting or other reason, I would be here. If I had meetings I would be No. 01-3973 5 here. John said, “but you would determine when you would be here, right. Right now, I don’t know what time you get to work or what time you leave work, do I.” I said no, that’s right; for the most part, I would determine when I would be here. 17. They asked me if there was any accommoda- tion they could make at work for me. I said No. They said we could provide you with private facilities. I said that would not help. They said we could give you a place to rest during the day. I said if I want to rest I can lay down on the floor in my office. They asked what it was that made it difficult for me to come to work everyday. I said that if I could stay home, there are things that I would not have to do everyday that I have to do now, that I get very tired, and that I have Leukopenia. (Def.’s Statement of Material Facts, Doc. 42, Exhibit V, ¶¶ 11, 12, 17.) It is apparent from these notes that the accommodation Rauen sought was a home office “in its entirety.” According to her, she would accept nothing less than being allowed to work from home when she thought she was not needed at the office. After the meeting, no further discussions about her accommodation request took place for over a year. UST did not inquire further about Rauen’s ability to do the essential functions of her job at home, and it did not formally refuse her request to do so. Rauen did not seek further discussions, nor did she sign the medical release form that would have allowed UST’s health and disability consultant to review her request. In August 1999, four months after the meeting, Rauen filed a charge of disability discrimination with the EEOC. She did not inform UST that she was filing the charge, nor did she modify her initial request for a home office. 6 No. 01-3973 Rather, she immediately sought a right-to-sue letter, and, on October 25, 1999, she filed this action alleging, among other things, that UST violated the ADA by not granting her a home office accommodation. The next communication between Rauen and UST about an accommodation occurred in September 2000, when she sent UST another letter from her doctor asserting that it would benefit her to work at home. The parties never met concerning this request, each blaming the other for the failure to get together.1 The district court granted UST’s motion for summary judgment on the ADA claim in October 2001, basing its decision on the fact that Rauen could and did perform all essential aspects of her job without accommodation. Rauen worked full-time at the office throughout the entire period from January 1999, when she returned to work following her second leave of absence, to October 2001, when the district court ruled against her. In fact, Rauen maintains, and UST agrees, that despite not receiving the requested home office accommodation, she continued to perform the essential functions of her job as a Software Engineer exceedingly well. Moreover, both parties agree that she was actually performing duties “above and beyond that of a software engineer,” in that she was also doing many duties of a project engineer. (Rauen Br. at 7.) The district court held that since Rauen could perform the essential aspects of her job without accommodation 1 The district court noted, and we agree, that it is apparent that neither UST nor Rauen engaged in the interactive process in good faith. But we, like the district court, do not base our decision on a breakdown in the interactive process. No. 01-3973 7 that she was not entitled to any accommodation.2 Rauen now appeals that decision. We affirm the district court’s decision, but we reach our conclusion through different analysis.