Accommodating workplace restrictions: Can he work or not?

An employee injured his shoulder at work and was terminated approximately 18 months later after a lengthy light-duty assignment and medical leave because his employer felt his permanent work restrictions prevented him from performing his job's essential functions. He sued for disability discrimination and won because the jury found he could perform all essential functions even with his permanent work restrictions. The jury awarded him back pay, front pay, and compensatory damages, all of which were affirmed on appeal except for front pay.

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