151B, which makes it unlawful [f]or any employer, personally or through an agent, to dismiss from employment or refuse to hire, rehire or advance in employment or otherwise discriminate against, because of his handicap, any person alleging to be a qualified handicapped person, capable of performing the essential functions of the position involved with reasonable accommodation. Mass. Gen. Laws Ann. ch. 15 IB, § 4. 5 .The McDonnell Douglas model applies to many types of discrimination, and always must be tailored to address particular situations. We speak here of discrimination in employment based on an individual’s disability. In parsing the ADA, however, we draw freely on precedents in other types of discrimination cases. See EEOC v. Aniego, Inc., 110 F.3d 135, 145 n. 7 (1st Cir.1997) (<HOLDING>); see also Serapion v. Martinez, 119 F.3d 982,
holding title vii analysis applies in ada case holding that a title vii plaintiff could not hold coworkers liable in their individual capacities under title vii holding consortium claim unavailable under title vii and ada recognizing that the ada is interpreted in a manner similar to title vii holding that title ii of the ada is not applicable to the federal government