A deaf employee who worked as a package handler repeatedly sought the reasonable accommodation of having an American Sign Language interpreter made available so that he could understand what was being said at employee meetings and training sessions. Managers ignored these requests for two years before relenting and making an interpreter available for some meetings. The employee sued Federal Express under the ADA for failure to reasonably accommodate, won his case, and was awarded punitive damages of $100,000. 1. What were the legal issues in this case? What did the court decide? 2. Legally, what is the standard for determining whether punitive damages should be imposed? What is some of the evidence that this standard was met in this case? 3. Why does the existence of the FedEx ADA compliance policy fail to show that the company was acting "in good faith"? 4. What factors should a court consider in reviewing the size of any punitive damage award? Why does the court conclude that the award was not excessive in this case? 5. What would you advise FedEx to do in light of this decision?