Americans with Disabilities Act, reasonable suspicion, policy and procedure

Sheila Mears, a former employee of the Gulfstream Aerospace Corporation, files suit against the company, alleging a violation of the Americans with Disabilities Act. Mears was dismissed after exceeding the company's allotted amount of sick time. Mears filed suit, arguing that job-related stress forced her to take time from work. Mears had been involved in an on-going dispute with one supervisor. Arguing reasonable suspicion, the supervisor once asked her to submit to a drug test. She complied with the request and produced a positive result for a "minor" substance, a medication that had been prescribed to a relative. Following her dismissal, Mears filed suit, claiming a violation of the ADA. The company responded with a motion for summary judgment.

This is the first judicial review of this case.

Mears loses. The U.S. District Court for the Southern District of Georgia granted the defendant's motion for summary judgment. The court ruled that Mears failed to prove the company violated the ADA. The court ruled that the company made reasonable efforts to accommodate Mears, including transferring her to a new division.