reassigned to another job, which triggered UPS’s duty to engage in the interactive process for determining whether he is entitled to a reasonable accommodation under the ADA. See Da h belief that he was entitled to an accommodation, a request for reassignment to another position would constitute protected activity. See Selenke, 248 F.3d at 1264 (“[I]n order to prosecute an ADA retaliation claim, plaintiff need not show that she suffers from an actual disability. Instead, a reasonable, good faith belief that the statute has been violated suffices.”). To show he engaged in protected activity, Mr. Jones must therefore show that he reasonably believed he was entitled to an accommodation under the ADA. Id.; see also Standard v. A.B.E.L. Servs., Inc., 161 F.3d 1318, 1328-29 (11th Cir.1998) (<HOLDING>). We need not determine, however, whether Mr.
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 an employer did not regard the plaintiff as disabled holding that regarded as disabled plaintiffs are not entitled to reasonable accommodation holding that plaintiff could not show that he was disabled because he conceded that he could do his job despite his impairment holding that employees requests for accommodation were not protected activity because the evidence did not show that he had a reasonable good faith belief that he was disabled or perceived as disabled