Opinion ID: 4166342
Heading Depth: 2
Heading Rank: 3

Heading: Brown’s Termination

Text: About two and a half years later, Milwaukee Schools sent Brown a letter warning her that she had nearly exhausted the three years of leave of absence to which she was entitled. Brown’s doctor then called Gorton to ask for a list of the essential functions of the Assistant Principal position. Gorton replied with a list, adding that the job included “working in the vicinity of potentially unruly students” and asking for an update on Brown’s work restrictions. Brown’s doctor replied No. 16-1971 9 that Brown could return to work with restrictions. He explained that Brown “should not be put in a position where she is responsible for monitoring and controlling students that may become uncontrollable.” The doctor added: “I see no reason why she could not be around students; she just must not be responsible for controlling those students and it would seem that Security should be available to handle such things.” After receiving that evaluation, Milwaukee Schools searched its available positions and identified four vacant lateral positions, including a Charter School Program Officer and a Student Services Coordinator position. It concluded that Brown was not medically qualified to perform either of those positions because they would involve being around potentially unruly students and potentially monitoring or controlling those students. Because Milwaukee Schools concluded that Brown could not perform the essential functions of any available position, it terminated her employment. Brown filed suit in the Eastern District of Wisconsin. Following amendments, her complaint claimed that Milwaukee Schools had violated the Americans with Disabilities Act, 42 U.S.C. § 12101 et seq., by failing to accommodate her disability and then terminating her. After conducting discovery, both parties moved for summary judgment. The district court granted Milwaukee Schools’ motion and denied Brown’s.