The U.S. 7th Circuit ruled that International Business Machines Corporation (IBM) did not violate the Americans with Disabilities Act (ADA) when it fired Thomas Larimer. Mr. Larimer worked as a salesman for IBM and brought suit under the ADA alleging that IBM terminated him because of the exorbitant cost of medical care related to his newborn twins and this violated the “association” clause of the ADA. The provisions of the ADA prohibit discrimination based upon their association to a person with a disability. The Court identified three areas in which a claim of association can be raised: expense, disability by association, and distraction. Since Mr. Larimer did not fall within these three categories and he was suing on his behalf and not his daughters he did not have standing under the ADA.

The U.S. 9th Circuit Court of Appeals ruled against Andrew H. K. Wong who alleged that the University of California discriminated against him in violation of the Americans with Disabilities Act (ADA) and the Rehabilitation Act when it denied his request for learning disability accommodations and subsequently dismissed him for failure to meet the academic requirements of the medical school at the University’s Davis campus. The district court granted the University’s motion for summary judgment, concluding that Wong failed to present a triable issue of material fact as to whether he was "disabled" and thus legally entitled to special accommodations under those Acts. The court deemed Mr. Wong does not meet the definition of disability when considering his level of academic success in comparison to the average person and that he is not "substantially limited" in reading and learning, and thus be entitled to claim the protections afforded under the Acts to a "disabled" person.