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Mauro v. Borgess Medical Center.


 The U.S. District Court for the Western District of Michigan dismissed an employee's claim of discrimination by his hospital employer based on his positive HIV status. Mauro worked as a surgical technician at Borgess Medical Center. When he refused to submit to HIV testing or to take a position as case cart/instrument coordinator with similar pay and benefits but without the risk of direct exposure of the patient to the infection, he was laid off. The court found that the hospital's offer was a reasonable accommodation. Because the infrequent hands-on assistance of a surgical technician in emergency matters was an essential task, restructuring the position to avoid patient contact meant requiring an additional person in the operating room, which was unreasonable.
