Case Brief 3
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Jan 9, 2024
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Case Brief 3
Title and Citation:
Toyota motor
manufacturing, Kentucky, Inc. v. Williams, 534 U.S> 184
(2002)
Type of Action:
SCOTUS review of the 6
th
Circuit Appellate Court decision. Violation of the
Americans with Disabilities Act (ADA) of 1990, failure to provide accommodations and
wrongful termination.
Facts:
Ella Williams worked on an assembly line at a Toyota manufacturing plant in
Georgetown, Kentucky. Williams had developed carpal tunnel syndrome due to the repetitive
tasks she performed on the assembly line. Due to her condition, she could not grip tools or raise
her arms for extended periods, leading to her inability to perform daily work-related tasks. She
sought in-house medical care and was instructed to perform light-duty tasks. Toyota assigned her
various modified duty jobs over the next two years, but Williams still missed work due to
medical leave. Eventually, she filed a claim under the Kentucky Workers' Compensation Act,
which was later settled. Upon returning to work, Williams was assigned to Quality Control
Inspection Operations, which she could do without difficulties. However, when additional duties
were given to her, she began experiencing pain in her neck and shoulders. She was later
diagnosed with tendinitis and was no longer able to work. She was later terminated for missing
work regularly. The case went through the federal court system, with conflicting decisions from
lower courts on whether Williams's condition qualified as a disability under the ADA. The
Supreme Court eventually ruled in favor of Toyota. It defined a disability as "a physical or
mental impairment that substantially limits one or more of the major life activities" of an
individual.
Contentions of the Parties:
Williams
:
Argues that Toyota failed to adequately accommodate her disabilities while she was
working on the assembly line and wrongfully terminated her due to her change in
responsibilities. These disabilities caused her to be considered disabled under ADA guidelines as
they restricted her ability to carry out significant daily tasks.
2
Toyota Motor Manufacturing:
Argues that according to the ADA guidelines, Williams' claimed
disabilities did not meet the required standards even though accommodations were provided. She
was terminated due to missing work on a regular basis.
Issue:
Was Toyota Motor Manufacturing in violation of the ADA by failing to provide Williams
with reasonable accommodations and wrongful termination?
Decision
: No, SCOTUS determined that the 6th Circuit Appellate Court was incorrect in
overturning the original ruling made by the District Court. William's situation did not meet the
criteria for a disability as defined by the ADA. The ADA defines a disability as a physical or
mental impairment significantly restricting one or more major life activities.
Rational:
SCOTUS found that Williams did not meet the necessary requirements to be
considered "substantially limited" in performing major life activities due to her disability.
Despite her condition, Williams could complete laboring tasks within her daily life.
Rule of Law
: Under the ADA, an individual must have a qualifying disability to be protected.
They must have at least one significant limitation in a major life activity for their condition to be
considered a disability under the law, such as walking, seeing, or hearing.
References
Toyota Motor Mfg., Ky. v. Williams, 534 U.S. 184, 122 S. Ct. 681, 151 L. Ed. 2d 615, 2002 U.S
LEXIS 400, 70 U.S.L.W. 4050, 67 Cal. Comp. Cases 60, 2002 Cal. Daily Op. Service
149, 2002 Daily Journal DAR 197, 12 Am. Disabilities Cas. (BNA) 993, 200 A.L.R. Fed.
3
667, 15 Fla. L. Weekly Fed. S 39 (Supreme Court of the United States January 8, 2002,
Decided ).
https://advance-lexis
com.saintleo.idm.oclc.org/api/document?
collection=cases&id=urn:contentItem:44VX-
69C0-004C-003C-00000-
00&context=1516831
.
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