Opinion ID: 4644704
Heading Depth: 4
Heading Rank: 2

Heading: End of assignment

Text: In August 2017, Mr. Mannan submitted another FTR, which reported that his prior restrictions—limiting standing to an hour and walking to 30 minutes—should continue for another three months, until November 13, 2017. On August 23, CDOC notified Mr. Mannan that, considering his work restrictions, a placement was no longer available for him. Exhaustion of Leave After Mr. Mannan’s removal from his transitional assignment, he went back on leave and began receiving disability benefits. He still did not undergo surgery. While on leave, Mr. Mannan continued to submit FTRs. In November 2017, he submitted an FTR stating his prior restrictions should continue for another three months until February 2018. Warden Long again informed him that CDOC did not have a suitable placement. In January 2018, Mr. Mannan submitted an FTR extending these restrictions until August 2018. 7 On January 22, 2018, Warden Long informed Mr. Mannan by letter that he had exhausted his leave.5 Information Sharing Meeting and Application for ADA Accommodation Warden Long’s January 22 notification also informed Mr. Mannan of an “information sharing meeting . . . to discuss [Mr. Mannan’s] leave and status with [CDOC].” App., Vol. 1 at 111. The meeting would include a representative for the warden and other human resource personnel, including ADA coordinator Jennifer Murphy. Warden Long also provided Mr. Mannan with the form CDOC uses for employees to request an ADA accommodation. On January 29, 2018, Mr. Mannan attended the meeting. On January 31, he submitted his ADA accommodation request, which noted that he had had a “bad hip” beginning in January 2017 and was “unable to stand or walk for extended periods of time.” Id. at 136. As an accommodation, he requested a “more sedentary position that does not require extensive walking or standing.” Id. On February 1, 2018, Ms. Murphy sent a response to Mr. Mannan. She requested additional information from him and his health care provider. The provider’s response stated that Mr. Mannan’s work restrictions included:  “no balancing, climbing, stooping, kneeling, or crawling”; 5 The letter stated Mr. Mannan’s FMLA leave ended in October 2017. His annual leave, sick leave, and short-term disability benefits ended in January 2018. 8  “no heavy lifting or moving 20 pounds on a constant basis”;  “no walking more than 30 minutes or standing more than an hour”;  “no working in situations involving assaultive behavior, physical control of another person, and/or restraint situations”; and  “no self-defense training.” Id. at 130-31. Ms. Murphy determined that, because of these restrictions, “Mr. Mannan could not work as a Correctional Officer.” Id. at 131. She also could not find any other open positions for which Mr. Mannan was qualified.6 On March 16, 2018, she notified Mr. Mannan that no suitable positions were available. Termination On March 19, 2018, Warden Long notified Mr. Mannan that he had been “administratively separate[d] . . . from employment.” Id. at 112.