The case was brought pursuant to the ADA, alleging that GE denied Majors a temporary position because of her shoulder condition, which precluded her from lifting more than 20 pounds.
The Seventh Circuit held that the District Court did not err in granting the employer’s motion for summary judgment because Majors failed to establish that she could perform essential function of her position, namely lifting more than 20 pounds, and her only proposed accommodation of having someone else perform said lifting duties was unreasonable. The fact that GE allegedly rejected Majors's proposal without offering counter-proposal did not require different result.
Additionally, Majors failed to present sufficient evidence to establish a retaliation claim based on GE's failure to award her overtime after filing EEOC charge, where her proposed comparable co-workers, who received more overtime, held positions with different job classifications.