In Morriss v. BNSF Railway Co., 817 F.3d 1104 (8th Cir. 2016) (No. 14-3858), plaintiff applied for a machinist job with defendant, and defendant extended him an offer of employment contingent on a satisfactory medical review.  After defendant’s doctors conducted a physical exam, defendant revoked the offer because the plaintiff was obese.  Plaintiff brought suit under the Americans with Disabilities Act (ADA), claiming that his obesity was a disability protected by the statute.  The district court granted summary judgment in favor of defendant, and the Eighth Circuit affirmed.  The court held that obesity – even morbid obesity – is not a disability under the ADA unless it results from an underlying physiological disorder or condition.  The ADA defines a disability as an actual or perceived “physical impairment,” but does not define that term.  The EEOC regulations regarding the ADA, however, define a physical impairment, and under that definition, a physical characteristic qualifies as a physical impairment only if it both falls outside the normal range and occurs as the result of a physiological disorder.  The court joined the Second and Sixth Circuits in holding that this definition applies to ADA claims brought in federal court.  The court then concluded that plaintiff’s claim was properly dismissed because plaintiff admitted that he did not suffer from any medical condition or impairment, his weight caused no physical limitations, and he was not aware of any underlying condition that contributed to his obesity.