Ford Motor Co. didn’t violate the Americans with Disabilities Act by not allowing an employee with irritable bowel syndrome to telecommute up to four days a week because “regular and predictable attendance” at the workplace was an essential function of her job, a divided U.S. Court of Appeals for the Sixth Circuit ruled 8-5 on April 10 (EEOC v. Ford Motor Co., 6th Cir. en banc, 12-2484, 4/10/15).
The court affirmed summary judgment for Ford in a closely watched lawsuit filed by the Equal Employment Opportunity Commission on behalf of Jane Harris, a Ford steel resale buyer...