A General Motors customer activities manager with multiple sclerosis was forced to take disability leave after reports that he had skipped required meetings, failed to return calls to customers, had his assistant performing some of his job duties, and was seen driving too slowly on the highways. The Court said that although placing the employee on disability leave was an adverse employment action, he was not meeting the company’s legitimate expectations and that “GM did not have to wait [for him] to get a ticket or have an accident before it could evaluate his fitness to drive one of its vehicles.”
Timmons v. General Motors Corporation.