Opinion ID: 1928737
Heading Depth: 2
Heading Rank: 2

Heading: Analytical Framework of an ADA Claim.

Text: In analyzing claims under the ADA, the framework remains the same, whether it involves hiring, firing, or other aspects of the employment relationship. A plaintiff may use the burden-shifting framework identified in McDonnell Douglas Corp. v. Green, 411 U.S. 792, 93 S.Ct. 1817, 36 L.Ed.2d 668 (1973), to prove discriminatory motive where the reason for the adverse employment action is disputed. See Price v. SB Power Tool, 75 F.3d 362, 364-65 (8th Cir.1996) (emphasizing Eighth Circuit Court of Appeals' use of such framework); Yockey v. State, 540 N.W.2d 418, 422 (Iowa 1995) (emphasizing our court's use of this burden-of-proof analysis in civil rights cases); compare Boelman v. Manson State Bank, 522 N.W.2d 73 (Iowa 1994) (burden-shifting framework is unnecessary where defendant admits reason for adverse employment decision was related to plaintiffs disability). This method of proof requires a plaintiff to establish her ability to prove a prima facie case. In the absence of an explanation from the employer, this creates a rebuttable presumption of discrimination. The burden of production then shifts to the employer to come forward with a legitimate, nondiscriminatory reason for its actions. Finally, the burden shifts back to the plaintiff to prove that the defendant's proffered reason is pretextual and that intentional discrimination was the true reason for the defendant's actions. Price, 75 F.3d at 365 (citations omitted). At all times, the plaintiff retains the burden of persuading the trier of fact that she has been the victim of illegal discrimination due to her disability. Benson v. Northwest Airlines, Inc., 62 F.3d 1108, 1112 (8th Cir.1995); see also Henkel Corp. v. Iowa Civil Rights Comm'n, 471 N.W.2d 806, 809 (Iowa 1991). To establish a prima facie case and obtain relief under the ADA, Cole must establish that she: (1) has a disability as defined in 42 U.S.C. § 12102(2); (2) is qualified to perform the essential functions of the job, with or without reasonable accommodation; and (3) has suffered an adverse employment action under circumstances from which an inference of unlawful discrimination arises. Aucutt v. Six Flags Over Mid-America, Inc., 85 F.3d 1311, 1318 (8th Cir.1996).