Even if you buy into the Americans With Disabilities Act requirement that employers make "reasonable accommodations" for those with disabilities, shouldn't the definition of reasonable be, well, reasonable? If a job requires vision, for example, should companies have to find a way to hire the blind? If a job requires a certain level of physical stamina, should companies have to keep the infirm on the payroll? Apparently so:
Kircher was with the Jeffersonville Fire Department from 1971 until March 23, 2009, when he was informed his employment was being terminated. He alleged he was wrongfully forced into retirement because of his disability.
Kircher had a lung removed in 2002 and suffered a heart attack July 20, 2008. His cardiologist approved him to return to work with restrictions in November 2008 and he was given administrative duties.
I don't mind somebody with one lung and a damaged heart sitting next to me at the office -- heck, he's probably healthier than I am. But I think I might want someone in a little better shape if my house catches on fire. The federal Equal Opportunity Commission sees it differently -- it reviewed the firefighter's complaint and issued a right-to-sue letter, and the city actually settled with him.
