Whether you have a good claim will depend upon several factors which cannot be answered definitively here. To get a thorough analysis of your case, you really need to have at least a one hour in-office consultation with a civil rights attorney. What I can do for you, however, is to give you more information about the law so that you are better informed about the EEOC
process, and so that you can decide whether you want to also meet with an attorney for an in-depth consultation. Of course, since you have already filed with the EEOC, you have probably read this fact sheet
, but I include a link in case you have not yet read it.
First, in order to have a claim, you must be disabled under the law. Not every serious medical condition is a legal disability. To constitute a legal disability, your condition must "substantially limit a major life activity" such as such as hearing, seeing, speaking, walking, breathing, performing manual tasks, caring for yourself, learning or working. Only if you are legally disabled can we move to the next question, of whether the accomodation you requested was reasonable.
In order to be covered by the ADA the employee must not only meet the legal requirements for a disability, but still able to do all of the essential functions of the job with reasonable accomodations. Frequently, in addition to teaching, faculty members are required to do "service" work for the university.The question will become whether this non-teaching work is an essential function of a faculty job at this particular institution. Assuming you are legally disabled, the outcome of your case will likely hinge upon this issue.
If the non-teaching work is not an essential function
of a faculty job at this institution, then it is possible that you made a request for a reasonable accomodation, in asking to be relieved of this non-teaching work. Reasonable accomodations can include restructuring the job so as to remove non-essential duties.
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