Daniel Hansen v. Robinson Nevada Mining Co.

MEMORANDUM

Robinson Nevada Mining Company (“RNMC”) hired Daniel Hansen as a mine maintenance mechanic in March 2010. Eight months later, Hansen was seriously injured in a car accident. He received the maximum amount of short-term disability benefits sponsored by RNMC and was terminated thereafter. Hansen sued, alleging violations of the Americans with Disabilities Act (“ADA”), 42 U.S.C. § 12101 et seq., Nevada’s anti-discrimination statute, Nev. Rev. Stat. § 613.330 , and the Family and Medical Leave Act (“FMLA”), 29 U.S.C. § 2601 et seq. The district court granted summary judgment in favor of RNMC, dismissing all of Hansen’s claims. Hansen appeals the dismissal of his ADA and related state-law claims. Reviewing de novo, Smith v. Clark Cty. Sch. Dist., 727 F.3d 950, 954 (9th Cir. 2013), we affirm.

To prevail under the ADA, Hansen bears the burden of demonstrating that he is a “qualified individual,” meaning that he could perform the essential functions of his position, with or without reasonable accommodation. Kennedy v. Applause, Inc., 90 F.3d 1477, 1481 (9th Cir. 1996). Like the district court, we find no genuine issue of material fact as to whether Hansen could perform the…