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Can the ADA and EEOC help Allie get a job?

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Allie is a licensed pilot who is nearsighted. She has 20/20 (perfect) vision when she wears her contact lenses. Without her contact lenses, she cannot read or drive, but with her contact lenses, she is able to engage in these activities. Acme Airlines has a requirement that its pilots have 20/20 uncorrected vision. Allie applies for a pilot position with Acme, and is rejected based on her need to wear contact lenses. Allie goes to the EEOC to file a charge under the ADA against Acme Airlines. What is the likely result?

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Solution Summary

The issue of disabilities and employment law is always a sticky subject. Read along as I tackle the issue discussed in the included scenario. You will find 4 total references cited in my solution that deal directly with this discussion.

Find out if Allie has any ground to file charges against Acme Airlines.

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Allie is a licensed pilot who is nearsighted. She has 20/20 (perfect) vision when she wears her contact lenses. Without her contact lenses, she cannot read or drive, but with her contact lenses, she is able to engage in these activities. Acme Airlines has a requirement that its pilots have 20/20 uncorrected vision. Allie applies for a pilot position with Acme, and is rejected based on her need to wear contact lenses. Allie goes to the EEOC to file a charge under the ADA against Acme Airlines. What is the likely result?

[I actually found two main references for you - one was a general one referring to eyesight (as defined by the ADA) while the other one was an *EXACT* match to your example and should be spot-on for what you are looking. I also found a couple supplementary items you can use as references.]

Reference 1: "In Sutton V. United Air Lines, identical twin sisters on the basis of poor eyesight were denied pilot positions. Both sisters had 20/20 corrected vision and had considerable experienced as commercial pilots with regional ...

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