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W
hen employees allege discrimination under the ADA, it’s their burden to prove bias — not the employer’s burden to defend every business decision. A recent Seventh Circuit case reinforces that when employers apply clear policies consistently, even imperfect decisions won’t amount to
di
scrimination. TL;DR: An employee who failed a random drug test (because of prescribed medications) and ignored follow-up calls from the medical review officer tried to blame his employer for disability discrimination. The court said no dice — because the adverse action wasn’t “because of” his disability, but
because of h
is failure to act. The facts A police officer