past performance record.” Teahan, 951 F.2d at 520. Nothing in our decision prevents an employer from terminating an individual for drug-related misconduct. “[U]nsatisfactory conduct caused by alcoholism and illegal drug use does not receive protection under the ADA or Rehabilitation Act.” Nielsen, 162 F.3d at 609. An employer may hold an employee who engages in the illegal use of drugs or who is an alcoholic to the same qualification standards for employment or job performance and behavior as such entity holds other employees, even if any unsatisfactory performance or behavior is related to the drug use or alcoholism of such employee.... 42 U.S.C. § 12114(c)(4) (emphasis added); see also Nielsen, 162 F.3d at 609; Salley v. Circuit City Stores, Inc., 160 F.3d 977, 981 (3d Cir.1998) (<HOLDING>). During summary judgment proceedings, Wagner
holding that drugrelated misconduct is a legitimate nondiscriminatory reason for termination recognizing that even a personal grudge can constitute a legitimate nondiscriminatory reason for an adverse employment decision recognizing that an employers decision to eliminate a position is a legitimate nondiscriminatory reason for terminating a position or employee holding that termination of individuals employment for making personal phone calls was a legitimate nondiscriminatory reason for discharge holding that employees threats of violence against a coworker were legitimate nondiscriminatory reasons for termination