Last week, the Sixth Circuit issued an opinion in Hostettler v. College of Wooster, — F.3d — (6th Cir. July 17, 2018), reminding employers that determining the essential functions of a position is a highly fact-specific endeavor. In that case, the College of Wooster had hired Heidi Hostettler in 2013 when she was four months pregnant. She worked as a full-time HR Generalist. After giving birth to her child, Hostettler experienced severe postpartum depression and separation anxiety. As a result, her doctor determined it was medically necessary that Hostettler work a reduced schedule, working on a part-time basis for the “foreseeable future.” After two months of working a reduced schedule, Hostettler was fired for being “unable to return to [her] assigned position of HR Generalist in a full time capacity.”
Hostettler brought suit under the Americans with Disabilities Act (“ADA”)¹, Continue reading
Wyatt Employment Law Report 