Mendoza v. RCALA

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Plaintiff filed suit alleging that defendant violated the Americans with Disabilities Act (ADA), 42 U.S.C. 12101 et seq., when it failed to return her to a full time position following her medical leave. The district court granted summary judgment to defendant. The court concluded that the district court properly granted summary judgment to defendant on plaintiff’s disability discrimination and disparate treatment claims because plaintiff failed to raise a triable dispute as to whether defendant’s legitimate, nondiscriminatory reason for not returning plaintiff to full-time work was pretextual. The Supreme Court’s recent decision in EEOC v. Abercrombie & Fitch Stores, Inc., does not affect the court's analysis where plaintiff's claims in this case are distinguishable. The court reiterated that its ADA cases, which require a plaintiff who alleges disparate treatment to show that a discriminatory reason more likely than not motivated the defendant, remain good law. The court also concluded that the district court properly granted summary judgment to defendant on plaintiff's reasonable accommodation claim because plaintiff failed to establish that a full-time position was available. Accordingly, the court affirmed the judgment. View "Mendoza v. RCALA" on Justia Law