When Anthony Willoughby was diagnosed with diabetes, he notified his company’s Human Resources department. Despite treatment, Willoughby experienced side effects that included swelling, dizziness, blurred vision, and frequent bathroom use. Heat caused the symptoms to worsen. 

One night, Willoughby reported to work feeling unwell. For two weeks, his work assignment had required particularly strenuous activity in the heat. That night, his ankles swelled, and his vision deteriorated. When he told his supervisor, she said “do the work or go home.” Later that night, the supervisor found him in a chair. Willoughby says he had passed out; she stated that he was sleeping. He presented HR with a note from a physician verifying that he had passed out due to low blood sugar. The company fired Willoughby for sleeping on the job. 

Willoughby filed suit, alleging that his employer had violated the ADA by failing to provide reasonable accommodation for his disability. The company filed a motion for summary judgment

Questions: 

1. Was Willoughby disabled? If so, did his employer provide reasonable accommodation?

2. How is a person with a disability defined under the American with Disabilities Act (ADA)?

3. Under the ADA, what is the criteria upon which an accommodation is determined to be reasonable or unreasonable?

4. In addition to demonstrating that he has a disability, what is Willoughby required to show in order to have his employment to be protected by the ADA?