Menninger v. PPD Development L.P. is a disability discrimination lawsuit involving workplace accommodations. Lisa Menninger worked in an executive role at a laboratory services company, where she provided operational leadership. When the company announced that her responsibilities would shift to include more client visits, social events, and presentations, Lisa presented a doctor’s note explaining that these changes would severely impact her ability to perform her job due to her anxiety disorder.
Both sides engaged in the interactive process. The company broke down her job duties and consulted with her doctor, who suggested specific accommodations. While the company agreed to some adjustments, it refused others, stating that the requests conflicted with essential job functions. Lisa’s doctor later recommended medical leave, which she took for eight months—six of them fully paid. Afterward, the company ended her employment, prompting Lisa to sue for disability discrimination.
The company asked the court to dismiss the case, arguing that Lisa’s doctor had already confirmed she couldn’t perform the role and that the accommodations were unreasonable. The court rejected this, noting unresolved questions about which duties were truly essential and whether Lisa could perform them with reasonable adjustments. A jury ultimately sided with Lisa and awarded her $24 million in compensation.
Lessons learned from the case:
- Employers need to identify which job duties are truly essential and document why. Skipping this step or relying on assumptions can create major legal risks.
- Companies should explore every possible accommodation with employees and their medical providers. Breaking down tasks and openly discussing adjustments shows good faith and helps avoid disputes.
- Even when an employer makes efforts, failing to provide reasonable accommodations can lead to liability. This case shows how costly the consequences can be, with damages reaching tens of millions.
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