In Lansdale v. UPS Supply Chain Solutions, Inc.,
No. 16-4106 (July 23, 2019), the United States District Court for
the District of Minnesota concluded that a jury had sufficient
evidence to find that an employer's discharge of an employee
for suspected corporate credit card abuse following an
investigation in which the employee was asked about his alcohol use
and drinking habits did not constitute disability discrimination in
violation of the Americans with Disabilities Act (ADA) or
corresponding state law.
Background
The employer had a policy prohibiting employees from using
corporate credit cards for personal purchases and providing
inaccurate expense reports. Following an audit that revealed
discrepancies between the employee's corporate credit card
expenses and expense reports, the employer conducted an
investigation. During the investigation, the employer interviewed
the employee, who indicated that he had used his corporate card for
personal charges in order
