MATHIS, Circuit Judge. Cameron Cooper has a disability that causes him to involuntarily utter racist and profane words. Even with the disability, Cooper (like many adults in America) needs to work to earn an income. Fortunately, the Americans with Disabilities Act (“ADA”) provides a remedy for an employee whose employer discriminates against him for having a disability. But to access the remedy, the employee must be able to perform the functions of his job, with or without help (an accommodation) from his employer.

Coca-Cola Consolidated, Inc. (“CCCI”) hired Cooper to deliver its products to its customers. Like many jobs that require an employee to interact with the employer’s customers, Cooper needed to provide excellent customer service. Cooper’s racist and profane language at times got in the way of him providing excellent customer service to CCCI’s customers. Over the years, CCCI provided Cooper with various accommodations for his disability. CCCI’s last accommodation to Cooper required him to transfer to a position with no contact with CCCI’s customers. That transfer led to Cooper suing CCCI under the ADA for disability discrimination and constructive discharge.

The district court granted summary judgment to CCCI. For the reasons that follow, we affirm.

CHAD A. READLER, Circuit Judge. Jeffrey Hughes was incarcerated in Tennessee state prison. Believing that a recent change in state law entitled him to an earlier-than-scheduled parole hearing, he asked the Tennessee Board of Parole to move up his hearing date. The Board refused. In the end, Hughes was paroled about three months after the date he believed he became eligible for release. That delay prompted Hughes to file a federal lawsuit against the members of the Board, alleging overincarceration. The district court dismissed the case on the ground that defendants were absolutely immune from suit for their acts. We agree and affirm.