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The court affirmed summary judgment for defendant-Ford on plaintiff-Ferrari's employment-discrimination claims.

Ferrari worked under restrictions for Ford for several years before he sought an opportunity to enter Ford's apprenticeship program. The company doctor that examined him (B) declined to lift his work restrictions, finding that in addition to his neck injury, Ferrari was taking opiates, making it too dangerous for him to fulfill some of the duties of an RMI apprenticeship. Based on B's determinations, and the conclusions of the apprenticeship supervisors, Ford temporarily denied him the position, and he sued. The district court granted Ford summary judgment on Ferrari's ADA, FMLA, and PWDCRA claims. The court considered both the direct- and indirect-evidence requirements for the ADA claims, and concluded that both tests were needed to review the claims-a regarded as disabled claim under the direct method based on his opioid use, and a claim for his neck injury under the indirect method. His regarded as disabled claim failed because "Ford concluded that Ferrari's opioid use restricted him from working jobs that required ladder climbing or working at heights. Ford cleared Ferrari to work in any job that did not require those activities . . . Ford only barred Ferrari from a single, particular job-the RMI apprenticeship-and told Ferrari that he would be eligible for the job once he had weaned off opioids." Thus, the evidence did not show that it regarded his "opioid use as a substantial impairment on the major life activity of working." As to indirect evidence review, the court reiterated that the appropriate test for a prima faciecase of employment discrimination under the ADA is the Monette test. The district court incorrectly used the Mahon formulation. Assuming a prima facie case under the proper test, the court affirmed summary judgment because "Ferrari's restrictions-and the medical condition underlying them-are a legitimate, nondiscriminatory explanation for Ford's adverse employment decision[,]" and he failed to raise a genuine dispute as to pretext. He did not show that the RMI apprenticeship decision-makers did not honestly believe that his restrictions were reasonably supported by sound medical judgment. He also could not show "evidence of a causal connection between his FMLA leave and the adverse employment action." 

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