Opinion ID: 1305514
Heading Depth: 2
Heading Rank: 3

Heading: Adverse Employment Decision.

Text: The final element requires the claimant to show he or she suffered an adverse employment decision because of his or her disability. Id. at 530. This element generally considers the existence of discrimination, and primarily focuses on the reasons for the adverse employment decision or action. Once a claimant establishes a prima facie case, this element considers the employer's proffer of a legitimate nondiscriminatory reason under the McDonnell Douglas analysis, as well as evidence that the employer's reason is a pretext for discrimination. See Price v. S-B Power Tool, 75 F.3d 362, 366 (8th Cir.1996). Additionally, this element can properly consider the failure to make a reasonable accommodation. Under the ADA, the failure to make a reasonable accommodation for an otherwise qualified person with a disability constitutes discrimination. See 42 U.S.C. § 12112(b)(5)(A); Smith, 180 F.3d at 1167 (failure to reassign is an act of discrimination). Thus, the failure of an employer to make a reasonable accommodation can be a separate claim for recovery. See Carroll v. Xerox Corp., 294 F.3d 231, 237-38 (1st Cir.2002).