Ford Motor Company is entitled to summary judgment on the hostile work environment claims under the Americans with Disabilities Act and the Age Discrimination in Employment Act of a retired age-protected team manager diagnosed with a herniated disc, an Illinois federal court ruled. No reasonable jury could conclude that the company perceived him as disabled under the ADA because the impairment from his transitory and minor condition lasted less than six months and he returned to work without restrictions, the court ruled. Written performance counseling he received from his supervisor and his supervisor’s alleged forgery of his signature on a ...
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