Worker Who Terminated Interactive Process Can't Assert Viable ADA Claim

A federal appellate court ruled that an injured worker who voluntarily ended her employer’s informal efforts to accommodate her medical restrictions could not assert a viable disability discrimination claim, as a matter of law. Case: Brumley v. United Parcel Service, No. 18-5453, 11/30/2018, published. Facts: Melissa Brumley worked for United Parcel Service at a warehouse in Franklin, Tennessee. Her job mainly involved sorting mail in preparation for delivery. Brumley also worked as a temporary cover driver, filling in as a delivery driver when a regular driver was sick or on vac...