In Whitfield v State of Tennessee, the Sixth Circuit Court of Appeals (Cincinnati) upheld judgment for an employer who had presented "overwhelming evidence" that performance problems, as opposed to her status as a disabled person, caused her termination. Plaintiff was blind in one eye and had cerebral palsy. During her first six months in an administrative job, her work product was plagued with bad grammar, serious spelling mistakes, and difficulty filing documents alphabetically. Although training classes were offered, Plaintiff did not attend. Upon being fired, she filed a complaint in federal court alleging she was fired on the basis of her disability in violation of the ADA. Citing the "overwhelming evidence" proffered by the defendant demonstrating that the plaintiff had done a poor job, the Court held that plaintiff had not satisfied her burden to establish a prima facie case of disability discrimination. This case serves as an important reminder to employers to observe and carefully document all instances of poor performance by employees, especially in dealing with "thorny" ADA disability claims.