An employee’s failure to provide requested medical information about his condition and subsequent failure to respond to his employer’s communications about possible accommodations entitled the employer to summary judgment on a reasonable accommodation claim, according to a federal district court.
The plaintiff, an inside sales representative, informed his employer that he was experiencing anxiety attacks, was on medication and was physically ill. During a call with the employer’s vice president and its HR manager, the employee acknowledged that his position required him to be in the office and that working from home was not an option. Nonetheless, the employee submitted a note from his doctor stating that the employee might “benefit from work accommodations such as work-from-home opportunities.”
