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Amadio v. Ford Motor Co.

In ADA suit brought by terminated assembly line worker with hepatitis who took extensive sick-leave, plaintiff failed to establish that employer regarded plaintiff as impaired in major life activities or that plaintiff could perform essential functions of position requiring ability to be in attendance at work.

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The full case caption appears at the end of this opinion.

Cudahy, Circuit Judge. Thomas Amadio was anhourly employee on the assembly line at FordMotor Company’s Chicago Assembly Plant from June9, 1986, to March 8, 1995, the date of histermination by Ford Motor Company (Ford). In thethree years prior to his termination, Amadiosuffered from a variety of ailments that led himto take a total of approximately 70 weeks of sickleave. Because Amadio allegedly failed to fullycomply with Ford’s sick leave policy, Fordterminated Amadio’s employment. Following histermination, Amadio filed this suit against Fordunder the Americans with Disabilities Act (ADA),42 U.S.C. sec.sec. 12101-12213, claiming thatFord discriminated against him because of hisdisability or, in the alternative, because itregarded him as having a disability. The districtcourt granted summary judgment in favor of Ford.We affirm.

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