On December 30, 2020, the U.S. Court of Appeals for the Seventh Circuit issued its opinion in McAllister v. Innovation Ventures, LLC, No. 20-1779 (7th Cir., Dec. 30 2020), and held that an employer did not violate the ADA where it terminated its employee after it became clear that she would require several additional months of leave after she had already been granted a two-and-a-half-month leave of absence due to her disability. The Seventh Circuit’s opinion in McAllister expanded on its previous opinion in Severson v. Heartland Woodcraft, Inc., 872 F.3d 476 (7th Cir. 2017), in which it held that a request for a two-to-three-month leave of absence following the expiration of the plaintiff’s FMLA leave entitlement was not a reasonable accommodation under the ADA. Jackson Lewis’s analysis of the Severson opinion can be found here.
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