her job performance, there is no evidence that defendant regarded Kocsis as being unable to care for herself or to perform all of the duties of her job. Therefore, Kocsis cannot establish that she had a disability under the “regarded as” prong of the definition.”). Second, the fact that the Defendant allowed her to take medical leaves of absences and hired an independent consultant to recommend reasonable accommodations that would assist Castro in the performance of her duties does not support her claim either. To hold that an employer perceives a distressed employee as disabled under the ADA by making an offer to accommodate such an employee would unnecessarily inhibit employers from assisting their employees. See Marlon v. Western New England College, 124 Fed.Appx. 15 (1st Cir.2005) (<HOLDING>). [W]hen an employer takes steps to accommodate
holding that plaintiffs evidence showing that defendant refused to allow her to work as flight attendant because of her weight failed to demonstrate that defendant perceived her as substantially limited in any major life activity holding that plaintiffs hernia condition was not sufficient to render her disabled under the ada holding that an employers awareness of plaintiffs past medical problems does not establish that it regarded her as disabled holding that evidence that defendant provided plaintiff with certain accommodations for her condition was insufficient to establish that defendant regarded her as disabled for purposes of ada absent showing that the defendant maintained any misperceptions about her condition holding that plaintiffs claim that she was disabled because her major life activity of breathing was substantially limited by her respiratory condition would provide a basis for protection under the ada