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Case Study: EEOC V. Federal Express

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Case Study: EEOC V. Federal Express
EEOC v. Federal Express (2008 U.S. App. LEXIS 1260 [4th Cir.])
Facts: FedEx appealed a case awarding a disabled employee, Ronald Lockhart, with compensatory and punitive damages. Under the Americans with Disabilities Act (ADA) the employer must be acting with malice for punitive damages to be awarded; in addition, there was evidence that questioned if punitive damages were warranted. FedEx claimed that Lockhart’s supervisors failed to accommodate him at work, not FedEx, and they did engage in a good-faith effort to comply with the law.
Issue: The legal issue to be decided is whether FedEx acted with the requisite state of mind against the plaintiff Ronald Lockhart.
Rule: The applicable rule is Title I of the ADA of 1990 which requires that
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