The Seventh Circuit held that the record showed that the employer fired Ms. Taylor-Novotny after she: (1) developed a history of being tardy at work; (2) falsified documents to inflate her number of work-related calls to customers; and (3) failed to complete her projects in a timely manner. Accordingly, she could not establish that she was performing her job in acceptable manner.
Furthermore, Ms. Taylor-Novotny did not establish that her requests for accommodation were reasonable because her employer provided her several accommodations but only refused to allow her to swipe her badge to register her presence at work and Ms. Taylor-Novotny did not identify any limitation this would alleviate.