MEMORANDUM OPINION AND ORDER
Plaintiff Raymond DeLuca ("DeLuca") brought a three-count complaint against defendants Winer Industries, Inc. ("Winer Industries") and Joseph Silvestri, Michael Glass and Robert S. Winer (collectively "the individual defendants") for discrimination and termination due to his multiple sclerosis. Pursuant to this court's previous decisions, Counts II and III, DeLuca's pendant state law claims, have been dismissed entirely; Count I, DeLuca's claim under the Americans With Disabilities Act ("the ADA"), 42 U.S.C. §§ 12111-12117, remains only as against Winer Industries. See Memorandum Opinion and Order, 1994 U.S. Dist. LEXIS 531, 93 C 6535 (N.D. Ill. Jan 21, 1994); Memorandum Opinion and Order, 1994 U.S. Dist. LEXIS 1794, 93 C 6535 (N.D. Ill. Feb. 16, 1994). DeLuca moves for leave to amend Count I of his complaint to reinstate a claim against the individual defendants pursuant to Fed. R. Civ. P. 15(a).
This court dismissed Count I of DeLuca's complaint against the individual defendants because the complaint did not include sufficient allegations to state a claim that the individual defendants are "employers" under the ADA. Memorandum Opinion and Order, 1994 U.S. Dist. LEXIS 531, 93 C 6535 (N.D. Ill. Jan 21, 1994). DeLuca proposes an amended Count I in which he attempts to state a claim against the individual defendants.
At issue is whether supervisory employees may be individually liable for discrimination under the ADA. The ADA defines "employer" as:
a person engaged in an industry affecting commerce who has 15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year, and any agent of such person. . .
42 U.S.C. § 12111(5)(A) (1993) (emphasis added). Although it has not directly addressed whether supervisory or management level officers are "employers" within the meaning of the ADA, the Seventh Circuit has upheld personal liability against decisionmaking supervisors in ADEA and Title VII cases.
See, e.g., Price v. Marshall Erdman & Assoc., Inc., 966 F.2d 320, 324 (7th Cir. 1992) (ADEA case); Gaddy v. Abex Corp., 884 F.2d 312, 318-19 (7th Cir. 1989) (Title VII case); see also Koenig v. Board of Educ. of Elementary School District 102, 1993 U.S. Dist. LEXIS 17967, No. 93 C 2568, 1993 WL 532472, at *2 (N.D. Ill. Dec. 21, 1993) (Holderman, J.) (concluding that supervisors may be sued under the ADEA based on the Price decision).
The majority of recent district court decisions have concluded that there is no general claim for individual liability for discrimination authorized by Title VII, the ADA or the ADEA. See, e.g., Hamilton v. City of Chicago, 1993 U.S. Dist. LEXIS 17889, No. 93 C 3342, 1993 WL 535351, at * 3 (N.D. Ill. Dec. 17, 1993) (Marovich, J.); Finley v. Rodman & Renshaw, Inc., 1993 U.S. Dist. LEXIS 17308, No. 93 C 5504, 1993 WL 512608, at * 1-2 (N.D. Ill. Dec. 8, 1993) (Leinenweber, J.); Mobley v. Kelly Kean Nissan, Inc., 1993 U.S. Dist. LEXIS 12638, No. 93 C 2625, 1993 WL 356924, at * 4 (N.D. Ill. Sept. 9, 1993) (Aspen, J.); Pelech v. Klaff-Joss, LP, 828 F. Supp. 525, 529 (N.D. Ill. 1993) (Aspen, J.); Pommier v. James L. Edelstein Enterprises, 816 F. Supp. 476, 480-81 (N.D. Ill. 1993) (Aspen, J.); Hangebrauck v. Deloitte & Touche, 1992 U.S. Dist. LEXIS 17506, No. 92 C 3328, 1992 WL 348743, at * 3 (N.D. Ill. Nov. 9, 1992) (Duff, J.); Zakutansky v. Bionetics Corp., 806 F. Supp. 1362, 1365 (N.D. Ill. 1992) (Shadur, J.); Weiss v. Coca-Cola Bottling Co., 772 F. Supp. 407, 410-11 (N.D. Ill. 1991) (Duff, J.).
However, there are two lines of cases that have allowed personal liability claims against supervisors. First, Chief Judge Moran has allowed claims of personal liability against decisionmaking employees. Raiser v. O'Shaughnessy, 830 F. Supp. 1134, 1137 (N.D. Ill. 1993); Strzelecki v. Schwarz Paper Co., 824 F. Supp. 821, 829 (N.D. Ill. 1993); Vakharia v. Swedish Covenant Hosp., 824 F. Supp. 769, 784-86 (N.D. Ill. 1993); see also Williams-Guice v. Board of Educ. of the City of Chicago, 1994 U.S. Dist. LEXIS 944, No. 92 C 7904, 1994 WL 30584, at * 6 (N.D. Ill. Feb. 2, 1994) (Kocoras, J.); Isaacson v. Keck, Mahin & Cate, 1993 U.S. Dist. LEXIS 2959, No. 92 C 3105, 1993 WL 68079, at * 3-4 (N.D. Ill. Mar. 10, 1993) (Leinenweber, J.). However, Chief Judge Moran has cautioned that personal liability must be based on individual acts distinct from institutional policy set by the employer, explaining:
When a manager at a company terminates an employee on account of that employee's race or age, the company is liable, as is the manager, unless the manager's decision was mandated by company policy set by someone else.