(2)[A] person shall accommodate a person with a disability for purposes of employment ... unless the person demonstrates that the accommodation would impose an undue hardship.” MCL 37.1102. The PWDCRA further provides that an employer shall not “[discharge or otherwise discriminate against an individual with respect to compensation or the terms, conditions, or privileges of employment, because of a disability that is unrelated to the individual’s ability to perform the duties of a particular job or position.” MCL 37.1202(l)(b). It is not considered discrimination under the PWDCRA to refuse to accommodate an employee whose disability is directly related to the employee’s ability to perform the duties of her job. See Carr v. General Motors Corp., 425 Mich. 313, 323, 389 N.W.2d 686 (1986) (<HOLDING>). Noting that many types of accommodation
holding that when an employer takes steps to accommodate an employees restrictions it is not thereby conceding that the employee is disabled under the ada or that it regards the employee as disabled holding that an employer need not accommodate with indefinite leave an employee who is unable to return to work in any role holding that an employer did not regard the employee as disabled because it called the employee back from disability leave to work on a special project holding that a failure to accommodate claim is separate and distinct from a claim of discriminatory treatment under the ada and pointing out that a failure to accommodate claim and a claim of discriminatory treatment under the ada are not like or reasonably related to one another and one cannot expect a failure to accommodate claim to develop from an investigation into a claim that an employee was terminated because of a disability holding that an employee whose disability is related to his ability to perform the duties of his position is not disabled under the act and therefore an employer has no duty to accommodate