Matthew Beck Case Study

Connecticut State Lottery Case

Matthew Beck was born in 1963; no one could have imagined that the Florida Institute of Technology graduate would turn out to be a mass murderer. Described by many as hard-working, intelligent, golf aficionado, not much about him fitted the profile of a serial killer. Regardless of the reason, id he just snap or was his action a result of a long history of “hit or relent”, the results became evident on March 6, 1998. He had “brushed” shoulders with all his victims, and it is most likely that he was seeking revenge. On the said day he came armed with a semi-automatic handgun, a butcher knife, and three clips containing at least 19 rounds each. His first victim was Mr. Logan, the information services manager, who

According to the Act, to be qualified to perform a job under the ADA, an individual must satisfy the requisite skill, experience, education, and other job-related requirements of the position held or desired, and be able to perform the job’s essential functions with or without a reasonable accommodation. In the case of Beck, the Connecticut Lottery had no choice since he was a hardworking employee who proved he could do his job within the specified time frame. So does the ADA protect the violent employee? In the case of Beck the answer maybe yes, mental illness is protected under the Americans with Disabilities Act meaning that even if they wanted to do so, his employers had no power to fire him. This gave Beck enough time to plan his revenge. The ADA also allows employers to take action if they can show that an employee poses a direct threat to others. Direct threat is defined as “a significant risk to the health or safety of others that cannot be eliminated by a reasonable accommodation.” Beck was a silent man who got along with other employees; in this regard, the hands of his employees were tied and so they could only hope and pray nothing goes