Jones v. Walgreen Co., No. 11-1917 (1st Cir. 2012)Annotate this Case
Jones started working for Walgreen in 1986. In 2004, she slipped on ice in front of a Walgreens' office. In March 2005, while on medical leave, Jones informed her supervisor that she hoped to return to work with reasonable accommodations. She also filed claims with the Connecticut Commission on Human Rights and Opportunities and the U.S. EEOC, accusing Walgreen of discrimination against women. She ultimately filed a Title VII class action with over 21,000 plaintiffs. She later accepted relocation and resumed employment, stating that she could not climb ladders, lift more than 20 pounds, or work shifts longer than eight hours. Jones later notified her supervisor that she was having difficulty walking and shelving and thought she was working longer hours than medically advisable. Her doctor tendered his opinion that Jones had permanent restrictions. Jones was terminated on the ground that she could no longer perform as store manager. In her suit under the ADA, 42 U.S.C. 12101, state law, and Title VII, 42 U.S.C. 2000e-3 (retaliation), the district court granted Walgreen summary judgment. The First Circuit affirmed. No reasonable jury could find that Jones was able to perform the essential functions of her job even with reasonable accommodations or that Walgreen acted in retaliation.