Donald Beason v. United Technologies Corporation, Hamilton Standard Division

How courts have described this case

Verbatim parenthetical descriptions written by other courts when citing this decision. Ranked by citation-network relevance.

• concluding that ADA requires that disability substantially limits one or more of individual’s major life activities, whereas Fair Employment Practices Act has no such requirement
• holding that “the CFEPA’s definition of physical disability is broader than the ADA’s”
• noting that CFEPA’s definition of disability is broader than the definition under the ADA
• explaining that Fair Employment Practices Act does not recognize perceived disability, whereas ADA does
• stating that general rule is prudential and discretionary
• relying on Connecticut precedent on statutory construction to interpret Connecticut statute

Source: CourtListener parenthetical corpus (CC0).