The court held that: (1) To state a claim under Title I of the ADA, the plaintiff must allege that he/she can perform the essential functions of his/her job with or without reasonable accommodation to be a “qualified individual” as defined under the ADA; and (2) A benefit plan that is private and not offered to the public in general, but rather limited to employees, is not a “public accommodation” under Title III of the ADA. Seese v. Prudential Insurance Company of America, 14-cv-03286 (D. Minn. 2015).
