The Seventh Circuit held that the record showed that the employer had ordered the examination after learning of reports of misconduct involving plaintiff's supervision of one of defendant's wards. The plaintiff failed to show - for purposes of her constructive discharge claim - that her working conditions had become intolerable at time she announced her retirement in terms of defendant demonstrating intent to immediately terminate plaintiff. The Seventh Circuit further noted that the employer had not told the plaintiff that she would be fired and had not actually decided to fire the plaintiff at time it ordered plaintiff to undergo fitness-for-duty examination.
The fact that the plaintiff had refused multiple requests to undergo fitness-for-duty examinations, that defendant had initiated disciplinary proceedings arising out of said refusals, or that plaintiff may have been discharged at conclusion of disciplinary proceedings did not require different result.