she sought treatment with, at least, seven (7) different doctors, and none gave her a written recommendation indicating that her impairments required a change in territory. See Findings of Fact, Section I, infra, ¶ 37. That is, although Plaintiff categorizes this transfer as a “reasonable accommodation,” she never explains how this change in territory actually amounted to an accommodation that was both reasonable and would have enabled her to perform the essential functions of her job, or provided any medical evidence in support of her contention. “All that [plainitff] can present in support of her reasonable accommodation claim is her own self-serving testimony, and in this case, that is just not sufficient....” McPhaul v. Board of Com’rs of Madison County, 226 F.3d 558 (7th Cir.2000) (<HOLDING>), cert. denied, McPhaul v. Board of Com’rs of
holding that employee who frequently missed work was not a qualified individual able to perform the essential functions of her job either with or without a reasonable accommodation as required to support disability discrimination and reasonable accommodation claims under the rehabilitation act holding that the appellant failed to establish that she was entitled to an accommodation under the ada because there was nothing in the record to demonstrate that she could not perform the functions and activities of daily life or that her impairment and symptoms substantially limited her functions and activities holding that the disabled individual bears the initial burden of proposing an accommodation and showing that that accommodation is objectively reasonable and that the defendant was entitled to prevail because the plaintiffs proposed accommodation of remaining on unpaid medical leave until another customer service or receptionist position opened up was not a reasonable accommodation under the ada holding that ada may obligate employer to reassign disabled employee who can no longer even with reasonable accommodation perform the essential functions of her job holding that employee allegedly suffering from fibromyalgia was not qualified individual and thus could not maintain ada claim challenging transfer and termination inasmuch as she was unable to perform essential functions of those positions with or without accommodation employee did not dispute supervisors evaluations documenting her performance deficiencies and provided no medical evidence that requested accommodation would have improved her performance