The Seventh Circuit held that the record showed that the plaintiff could not be in vicinity of "potentially unruly students," and that defendant fired her after her medical leave benefits ran out when she failed to return to work. Further, the record showed that the plaintiff could not return to her job or all but one of the suggested potential jobs because she would be in proximity to "potentially unruly students", which would have violated her medical restriction. While there was one remaining potential job did not involve proximity to unruly students, the defendant did not violate ADA by failing to place her into that job, as that job would have been a promotion and she was not otherwise most qualified candidate for that position. Finally, the plaintiff had failed to present evidence that the positions could have been modified to avoid student contact.