Young

MEMORANDUM **

Young did not present evidence from which a reasonable jury could conclude she established a prima facie case on her two disability discrimination claims. Her claim of disability discrimination through failure to accommodate was not supported by evidence that she was “qualified to perform the essential functions of the job in question.” 1 Regular and predictable attendance of coach drivers is a “fundamental job duty,” a heuristic the Washington Supreme Court uses to interpret the term “essential functions.” 2 Likewise, Young did not establish a prima facie case for disability discrimination through disparate treatment because excessive absenteeism prevented her from completing satisfactory work prior to her termination.

Young also failed to state a prima facie case of wrongful discharge in violation of public policy. Even assuming that Young met the clarity, jeopardy, and causation elements, Ben Franklin Transit offered the “overriding justification for the dismissal” *901 of Young’s violation of article 19.6(c) of the collective bargaining agreement.

AFFIRMED.

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