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Before
Torruella, Lynch, and Thompson,
Circuit Judges.
alleged
Tuvell's
that
IBM
disability
failed
to
(post-traumatic
reasonably
stress
In sum, the
accommodate
disorder),
After discovery
The
Tuvell
providing
and
offered
extended
leave
him
reasonable
and
proposing
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accommodations
different
(e.g.,
review
and
feedback procedures).
discrimination claim, the court held that Tuvell could not make
out a valid claim because the undisputed facts established (1) he
was not able to perform the essential functions of his job, (2)
the actions alleged by Tuvell (i.e., his not getting a job in
another
group,
sufficiently
certain
adverse,
other
and
(3)
acts"1)
"tangible
IBM
had
were
legitimate,
not
non-
from
IBM.
For
similar
actions
and
retaliation
claims
were
also
found
by
for
his
race,
age,
As
legitimate
(that
employment
unmeritorious.
reasons
is,
no
termination)
the
and
court
adverse
Tuvell's
to
be
gender-based
- 3 -
Simply said,
found
the
facts,
applied
the
appropriate
legal
deBenedictis v. Brady-
Zell (In re Brady-Zell), 756 F.3d 69, 71 (1st Cir. 2014); see also
Seaco Ins. Co. v. Davis-Irish, 300 F.3d 84, 86 (1st Cir. 2002)
(providing that "when a lower court accurately takes the measure
of a case and articulates a cogent rationale, it serves no useful
purpose for a reviewing court to write at length").
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