Where an essential qualification for employment specifies a range of weight up to a certain amount, a showing of the genuine issue for trial on the maximum amount does not mean that there isn't a genuine issue of fact about whether the plaintiff's capabilities in the range beneath the maximum amount were insufficient.
A showing of capable engagement in the task for three weeks is insufficient to establish that all essential qualifications were met.
Where an employer unknowingly rehires after a year, the initial termination is sufficient nondiscriminatory reason for a second termination.
Dissent: ADA plaintiffs shouldn't have the burden of production for the essential qualifications for the task. Circuit split flagged. Summary judgment inappropriate where plaintiff has dispelled initial defense theory. Second termination letter actually discussed protected conduct.