Opinion ID: 786237
Heading Depth: 2
Heading Rank: 3

Heading: Aramark's Motion For Summary Judgment

Text: 33 We next consider whether Aramark was entitled to summary judgment. Summary judgment is appropriate only where there is no genuine issue as to any material fact. Fritcher v. Health Care Service Corp., 301 F.3d 811, 815 (7th Cir.2002) (quoting Celotex Corp. v. Catrett, 477 U.S. 317, 323, 106 S.Ct. 2548, 91 L.Ed.2d 265 (1986)). We review a grant of summary judgment de novo and view all facts, and draw all reasonable inferences, in Ammons' favor. 34 The ADA prohibits discrimination against a qualified individual with a disability because of the disability of such individual. 42 U.S.C. § 12112(a). The ADA defines a qualified individual with a disability as an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment position that such individual holds or desires. 42 U.S.C. § 12111(8). To determine whether a disabled person is qualified, this court considers whether he can perform the essential functions of his job at the time the employer makes the allegedly discriminatory employment decision. Ross v. Indiana State Teacher's Ass'n Ins. Trust, 159 F.3d 1001, 1013 (7th Cir.1998). 35 Both parties agree that Ammons is disabled within the meaning of the ADA. The only question is whether Ammons could perform the essential functions of his job with or without reasonable accommodations. The factors to take into consideration when determining whether a job duty constitutes an essential function include [the employee's] job description, [the] employer's opinion, [the] amount of time spent performing the function, [the] consequences for not requiring the individual to perform the duty, and past and current work experiences. Emerson v. Northern States Power Co., 256 F.3d 506, 512-13 (7th Cir.2001). 36 The undisputed facts in this case demonstrate that the essential functions of Ammons' job included the repair and maintenance of all the equipment and machinery in the plant. Approximately one-half of his day was typically spent tending to the plant's boiler. The other half of the day involved maintenance and repair. Although, of course, Ammons could not always predict what machinery and equipment he could be called on to repair on a given day, the job required heavy exertion and included frequent standing, climbing, walking, kneeling, and lifting in excess of 50 pounds three to five times a week. 37 Moreover, the plant's three boiler engineers worked on a staggered schedule and were responsible for covering a 20-hour day. Thus, there were times when an engineer would be the only person at the plant with the responsibility to repair machinery and equipment including machinery and equipment that, if inoperable, could shut down the entire plant. To reach these particularly crucial pieces of machinery, a maintenance engineer might find it necessary to climb and lift equipment that weighed as much as 50 to 100 pounds. 38 In light of Ammons' injuries and Dr. Krieger's subsequent restrictions, which, as indicated above, included limitations on standing, kneeling, walking, and climbing, we agree with the district court that Ammons was unable to perform the essential functions of his job without reasonable accommodations. The essential functions of Ammons' job included duties and exertion greatly exceeding the restrictions that Ammons' own physician placed on him. 39 Further, we do not believe that the duties Ammons suggests he could perform amount to reasonable accommodations. Ammons' suggested accommodations would amount to a significant change in the essential functions of his job. Although tending to the boiler with assistance and repairing the plant's sewing machines are reasonable accommodations for Ammons' disability, these tasks would account for only approximately half of Ammons' workday. Cf., DeVito v. Chicago Park Dist., 270 F.3d 532, 534 (7th Cir.2001) (accommodations for a full-time employee are expected to permit the employee to work full-time). The only other accommodation Ammons offered, serving as a maintenance troubleshooter, would amount to an entirely new position — one that Aramark did not previously maintain and had no plans on creating. It is not, therefore, an accommodation that would permit Ammons to perform the essential functions of his job; instead it would change the essential functions of his job. As we have previously held, [a]n employer is not obligated to change the essential functions of a job to accommodate an employee. Emerson, 256 F.3d at 514; Gile v. United Airlines, Inc., 95 F.3d 492, 499 (7th Cir.1996) ([A]n employer [is not] obligated to create a `new' position for the disabled employee.). Therefore, Ammons could not perform the essential functions of his job even with reasonable accommodations. Accordingly, Aramark was entitled to summary judgment in its favor.