US Airways, Inc. v. Barnett

The Supreme Court ruled that employers generally do not have to ignore their seniority systems (rules giving preference to long-term workers) to reassign a disabled employee. However, the Court noted that an employee can still win if they show special circumstances that make an exception reasonable in their specific case.

This decision protects the job expectations of long-term employees who rely on seniority for better positions. It also clarifies that while the ADA is powerful, it does not automatically override every existing company policy.

The case deals with the tension between protecting individual rights under the ADA and maintaining fair rules for all workers. It sets a standard for how businesses must handle requests for 'reasonable accommodations' when they conflict with other workplace rights.

The Court ruled 7-2, with Justice Breyer writing the majority opinion. Justices Souter and Ginsburg dissented from the decision.

“the ADA did not require the employer to assign the employee to the mailroom position in violation of [the seniority system]”

Seniority systems usually win over ADA reassignment requests unless the employee can prove special circumstances.

Watch for how lower courts, agencies, or affected parties respond to the ruling. Future lawsuits will likely focus on defining what 'special circumstances' allow a disabled worker to bypass a seniority system.

Barnett wanted a mailroom job to accommodate his back injury, but US Airways said it violated their seniority rules.

It makes it harder for them to get reassigned to new roles if a company has a strict seniority policy.

Seniority systems are usually considered a valid reason to deny a transfer. Employees must prove special circumstances to get an exception.

Lower courts will use this new standard to decide similar lawsuits between employees and their companies.

This ruling shows the Court's effort to balance the goals of the ADA with the existing rights of other workers.