Missouri
How Clackamas Gastroenterology Associates, P.C. v. Wells applies in Missouri: state-specific rules, key cases, and bar exam notes for Employment Law / Civil Rights (ADA).
Missouri adheres to similar principles as articulated in the ADA regarding the definition of a 'qualified individual' with a disability. The state law examines both the ability of employees to perform essential job functions with or without reasonable accommodations and the employer's obligation to engage in the interactive process for accommodations.
In Missouri, an individual is considered a qualified individual with a disability under the Missouri Human Rights Act (MHRA) if they possess the requisite skills, experience, and education for the position, and can perform the essential functions of the job with or without reasonable accommodation.
The court held that the employer must show that the employee is unable to perform essential functions without accommodation to establish a legitimate defense.
The court emphasized the necessity of engaging in an interactive process to determine potential accommodations.
The ruling confirmed that denying reasonable accommodations without demonstrating undue hardship constitutes a violation of the MHRA.
Missouri law closely mirrors the federal ADA provisions, particularly in the definition of disability and the obligations surrounding reasonable accommodations. However, Missouri emphasizes interactive communication during the accommodation process more explicitly than some federal interpretations.
This case and related Missouri employment law principles are often included in the Missouri bar exam, particularly under sections covering civil rights and employment discrimination law.