Walz v. Ameriprise Financial
What if an employee with bipolar disorder is aggressive and disruptive? Does the ADA prevent an employer from firing that employee?
Potentially not, depending on the circumstances, according to a recent case from Eighth Circuit Court of Appeals. Walz v. Ameriprise Financial, Inc., Case No. 14-2495 (March 9, 2015). In this case, the plaintiff Marissa Walz worked for Ameriprise in a job which required good people and communication skills, along with the ability to work well in a team and exercise good time management. Walz’s bipolar disorder caused her to interrupt meetings, disturb coworkers and disrespect her supervisor. Walz’s supervisor had repeated discussions with her about her behavior and eventually issued her a formal warning. Walz applied for FMLA leave which was granted by the third party that administers these requests for Ameriprise. Walz never told Ameriprise of the reason for her FMLA leave. When Walz returned to work, provided a doctor’s note stating that she had been stabilized on her medication. Upon her return, Walz also was given and signed Ameriprise’s Individual Treatment Policy (addressing disability discrimination and the process for requesting accommodation).…READ MORE