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In late 2014 Delaney contacted Monroe about returning to work but told Monroe she would still have to undergo the counseling. Monroe still objected and filed a charge with the EEOC.

Monroe insisted that she was better, which was confirmed by another neuropsychological exam in April 2015. She was not satisfied with the EEOC investigator because, according to Monroe, the investigator told Monroe she needed to undergo the counseling.

Monroe finally agreed to the counseling and returned to work at CE full time in December 2015.

No surprise, Monroe filed suit against CE in January 2016. The ADA extends its nondiscrimination protections to include an individual who does not have an impairment but is regarded as having one.

Evangelene Monroe had been a job scheduler for her employer Consumers Energy (CE) for 13 years when she started exhibiting aberrant behavior.

Her supervisor noted that Monroe was losing focus and concentration at work, that she had become increasingly secretive, and was not interacting with her co-workers during staff meetings as in the past.

As always, you should consult your legal counsel for advice on the correct solution based on the facts of your specific issue or situation.

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