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Productivity Requirements an “Essential Function” of Job under ADA
The United States Court of Appeals for the Eleventh Circuit ruled that a physician had to show he was capable of meeting his employer’s productivity requirements in order to be a “qualified individual” under the Americans with Disabilities Act (“ADA”). Since the physician could not meet those productivity requirements — which were viewed as an essential function of the job — the physician could not establish a prima facie case of discrimination.
Singleton v. Public Health Trust
To read more about this case and other new cases, visit our What’s New page.
Question of the Week
Our hospital is employing a lot more physicians than in the past. When we receive a complaint about the behavior of one of these employed Medical Staff members, we’re not sure if we should review it through the Medical Staff process or through the employment process (i.e., HR policies or the employment agreement). Or should we use both?
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