The termination of an employee due to conflicts between court-ordered substance abuse classes and his work schedules did not violate the Americans with Disabilities Act (ADA), the 5th U.S. Circuit Court of Appeals recently ruled.
The employee worked for a natural gas plant and would drink excessively when off duty, often to the point of passing out. Following his third citation for driving while intoxicated (DWI), he was ordered as part of his probation to attend a three-month substance abuse course that included weekly discussion groups.
