Equal Employment Opportunity Commission v. Charter Communications, LLC, No. 22-1231 (7th Cir. 2023)
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Kimmons was diagnosed with early cataracts in the center of his vision that might qualify for surgery. An optometrist recommended that Kimmons avoid driving at night. Kimmons lived in Racine and was working at Charter’s Milwaukee call center, a one-hour drive away. Kimmons’ shift ended at 9:00 PM, so he asked Charter to modify his work schedule. Charter allowed him to start at 10:00 AM and end at 7:00 PM but for only 30 days. Kimmons asked to extend his modified schedule while he tried to move closer to the workplace. Charter’s internal policy permitted work-schedule changes, but Charter summarily denied this request, stating that “assistance with your commute” is “not required under the ADA." Kimmons tried other options for commuting without success.
Kimmons filed an EEOC charge under the Americans with Disabilities Act, 42 U.S.C. 12112(b)(5). The district court granted Charter summary judgment, finding that Kimmons did not need any accommodation to perform an essential job function. The Seventh Circuit reversed, stating that there is no bright-line rule as to when an employee’s disability interferes with essential job attendance or whether particular accommodations are reasonable but, if a qualified individual’s disability substantially interferes with his ability to get to work and attendance at work is an essential function, an employer may sometimes be required to provide a commute-related accommodation, if reasonable under the circumstances.
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