Cunningham v. International Automotive Components Group North America Inc.

On January 28, 2026, Michael Cunningham filed suit in the U.S. District Court for the Eastern District of Michigan against International Automotive Components Group North America Inc., a major automotive parts manufacturer. Cunningham, a production supervisor with over a decade of service, alleged that after he disclosed an anxiety disorder and requested transfer to a quieter department as a reasonable accommodation, the company failed to engage in the required interactive process. Instead, he was placed on unpaid leave and then terminated for purported performance issues. The complaint asserted violations of the Americans with Disabilities Act and analogous state laws, claiming the company regarded him as disabled and retaliated against him for seeking legally protected accommodations.

The case was resolved through a confidential settlement in mid-2026. The company agreed to pay an undisclosed sum, revise its accommodation request procedures, and institute mandatory training on mental health disabilities for management, without admitting liability.

Whether International Automotive Components failed to provide reasonable accommodations for the plaintiff’s diagnosed anxiety disorder and unlawfully discharged him in retaliation for requesting such accommodations, thereby violating the ADA and state anti-discrimination statutes.

The case underscored the growing recognition of mental health disabilities in heavy industry workplaces. It prompted automotive manufacturers across the Midwest to re-examine their accommodation policies, clarified the obligation to engage in an interactive dialogue for non-physical impairments, and served as a catalyst for broader employee mental health advocacy within the sector.