A federal court in Wisconsin granted summary judgment to Continental Automotive Systems, Inc. on a discharged assembly line production associate’s claims that it retaliated against her in violation of the Family and Medical Leave Act. The production associate offered no evidence that would cause a reasonable jury to conclude Continental terminated her because she took FMLA leave for her depression, her termination in September 2018 was five months after end of her FMLA leave, and she was offered an additional 12 months of leave. She claimed she was treated less favorably than similarly-situated employees outside her protected class, but she ...
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