Law, Business and Society 11th Edition by Tony McAdams

تمرين 17

Core, a social services worker, had difficulty breathing at work when she was exposed to the perfume Japanese Cherry Blossom, worn by coworkers; on one occasion, she sought emergency medical treatment. Core's coworkers allegedly mocked her condition on their Facebook pages. Her employer rejected several of her accommodation requests, including a proposed fragrance-free workplace policy. The employer sent an e-mail message to employees asking that they not enter into Core's cubicle but to communicate with her instead by telephone and e-mail only, and asked Core to hold office discussions in better ventilated areas. After exhausting her FMLA leave entitlements (see Chapter 12), Core was placed on inactive pay status. The employer offered to permit Core to return to work and make such accommodations as instructing staff to refrain from wearing Japanese Cherry Blossom, and allowing her to take breaks to get fresh air. Core rejected these offers and was effectively terminated. Core brought an ADA claim against her former employer. Decide. Explain. Core v. Champaign County Bd. of Com-mrs, 2012 U.S. Dist. LEXIS 149120 (S.D. Ohio 2012).