Case study no 1: He's Just Not the Same Bill Connor, 47, has been with Bay State Service Corporation for 11 years. About four years ago, Bill was promoted from the Transportation Department to the mailroom. The mailroom job involves lifting and carrying boxes of supplies for distribution throughout the organization. For three years, Bill consistently did an acceptable job in this capacity. Last year, during a vacation camping trip, Bill broke his leg and ankle in a nasty fall. The doctor who set his leg told him he needed five weeks' rest. However, just before returning to work, Bill called and notified his boss, Ken Pierce, that he had to stay out a little longer because the leg was not mending properly. When he did return to work, he could not maintain his pre-injury pace of lifting and delivery. Eventually, he had to wear a leg brace and use a cane. His boss gave him as much desk work as possible, but a backlog of undelivered materials began to build up. Other employees in the mailroom are now complaining that they are working harder and making less money than Bill. Bill has a performance appraisal due in three months. His supervisor would like to just tell him the truth and terminate his employment. Short of that, he would like to suggest that Bill be given a transfer, although he is not optimistic that a transfer can be engineered. CASE QUESTIONS l. What legal regulations apply to this situation? 2.Can Bill's supervisor legally fire Bill? 3. Should the supervisor try to terminate Bill? 4. What kinds of options does Bill's supervisor have for dealing with this matter?