Question: Discrimination Based on Disability. Vaughn Murphy was first diagnosed with hypertension (high blood pressure) when he was ten years old. Unmedicated, his blood pressure is approximately 250/160. With medication, however, he can function normally and engage in the same activities as anyone else. In 1994, United Parcel Service, Inc. (UPS), hired Murphy to be a mechanic, a position that required him to drive commercial motor vehicles. To get the job, Murphy had to meet a U.S. Department of Transportation (DOT) regulation that a driver have "no current clinical diagnosis of high blood pressure likely to interfere with his/her ability to operate a commercial vehicle safely."
At the time, Murphy's blood pressure was measured at 186/124, but he was erroneously certified and started work. Within a month, the error was discovered and he was fired. Murphy obtained another mechanic's job-one that did not require DOT certification-and filed a suit in a federal district court against UPS, claiming discrimination under the Americans with Disabilities Act. UPS filed a motion for summary judgment. Should the court grant UPS's motion? Explain. [Murphy v. United Parcel Service, Inc., 527 U.S. 516, 119 S.Ct. 2133, 144 L.Ed.2d 484 (1999)]