Company's "100% Healed" Policy Does Not Create Per Se Disability Discrimination

In a case that adds to a split among federal appellate courts, the 7th U.S. Circuit Court of Appeals has held that a company's insistence on an employee being "100% healed" after a medical leave does not necessarily support the employee's legal claim under the Americans with Disabilities Act (ADA). Powers v. USF Holland, Inc., 7th Cir., No. 10-2363, December 15, 2011.

Keith Powers, a truck driver for USF Holland, Inc., injured his back in a work-related incident. After returning from a workers' compensation leave, Powers returned to his job as a long-haul driver, and worked successfully in that position for two years. Because his wife was expecting a child, Powers asked to be transferred to a city driver route, which would keep him closer to home. However, unlike the long-haul job, the city route included frequent entering and exiting of the truck cab, and loadings and unloadings of the truck with a forklift. After the switch to city driver, Powers again began to