Judging by a recent appellate decision, Jane Harris wasn’t what you’d call a model employee. Toward the end of her six years as a steel resale buyer for Ford Motor Co., Harris was barely performing her job, Ford claimed. She alienated co-workers, botched communications with suppliers, and, by the end, missed more days than she worked.
For employers, that track record made it all the more worrisome when, last year, the U.S. Court of Appeals for the Sixth Circuit revived claims by the U.S. Equal Employment Opportunity Commission that Ford violated the Americans with Disabilities Act by firing Harris, who suffered from severe irritable bowel syndrome, after refusing to let her work primarily from home.
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