With regard to the case, Chalfant v. Titan Distribution, Inc. 8th Cir, (2007), I have some questions. I am looking for specific detail and possibly examples to other cases.
1) What must Chalfant establish to make his case under ADA?
2) Can he meet these requirements? How?
3) As punitive damages can be appropriate when the employer acts with malice or reckless indifference to an employee’s protected rights, would punitive damages be appropriate in this case?
4) Why or why not?
