This is about Federal Employment Law
. For an employee that has been out of work because of a work injury (fracture of tail bone). He went back to work after 6 months with restriction from the doctor. (Family Medical Leave has already been
used before he went back to work.) The employer failed to accommodate the restriction from the doctor. In fact, his manager made him report to his peer, who assign him low level programming work, which required more sitting, while the restriction specifically
stated that the injured worker cannot sit for long. The employer had the manager fill out a form with specific hours to sit each time and the total hours of sitting required per day. The employer seemed to try to prove that they cannot accommodate the restriction,
producing legal excuse to fire the injured worker. Because of the heavy workload, the employee was pull off work again by the doctor after 3 months. 8 months later, the workers comp case was settled without a general release ( meaning, the employee can still
sue the employer). The employee still has not fully recovered. Does the employee have a case for Americans with Disabilities Act (88)? Notice that Family Medical Leave has already been used before he went back to work. for more than a year, with a brief period
in the middle that he went back to work with restriction.