1. In your opinion, does Johnson have a viable claim of disability discrimination? Explain. Does he have a claim of retaliatory discharge? Explain.
2. Does the fact that Johnson refused to discuss his personal reasons for missing the meeting affect this case?
3. Do you believe Johnson was insubordinate in this case? Explain.
4. How do you believe the court decided this case? What might be the basis for the court’s decision?

Work-related charges often seen as justified by employers can lead to EEO court cases. Take, for example, the following case on disability discrimination.
Robert Johnson began working for CompTech in Glendale, Colorado, in 1999. His position, at the time of his discharge, was senior electrical technician. In 2003, Johnson was diagnosed with attention deficit disorder (ADD), a medical condition that caused him severe work stress and anxiety.
After a work reorganization plan implemented by CompTech in 2004, Johnson was placed under a new manager, after which he experienced increased levels of workplace stress and tension. According to Johnson, his new manager’s supervisory style was “harsh, autocratic, and very demanding.” Johnson requested a transfer to accommodate his disability. The request was supported by a letter from his personal physician noting that Johnson should be assigned to “a more relaxing work setting.” The transfer and accommodation were not granted.