Dist. Ct. did not err in granting defendant-employer’s motion for summary judgment in plaintiff-employee’s action under Americans with Disabilities Act, Family and Medical Leave Act and Fair Housing Act, alleging that defendant denied her requests for medical leave and retaliated against her by issuing her written warning and terminating her. Plaintiff could not establish that she was terminated on account of her request for medical leave, where decision to terminate was made two days before said request. Moreover, plaintiff could not link her termination to FMLA request made five months prior to her termination. Also, defendant’s issuance of written warning for plaintiff’s role in improper transfer of tenant was not pretext for FMLA retaliation, where plaintiff presented no facts to undermine defendant’s assessment of plaintiff’s role in said transfer. Additionally, plaintiff could not establish any retaliation claim under FHA, where her complaint to HUD did not concern discriminatory housing practice, and plaintiff otherwise failed to present coherent facts and arguments to defeat summary judgment with respect to her ADA claim.
Federal 7th Circuit Court
Civil Court
Employment Discrimination