In late 2022, the technician’s father passed away, and he began to struggle with depression.
A process engineering technician for Cambria Company, LLC, terminated in a two-person reduction in force about six weeks after he requested FMLA leave while struggling with depression following the death of his father, failed to show that the employer unlawfully engaged in FMLA interference, the Eighth Circuit affirmed. Cambria articulated a legitimate, nondiscriminatory reason for its actions: it terminated him because its Chief Research Officer and other “leaders at the plant” were looking to reduce employee headcount, they did not need two process engineering technicians, and his coworker was more senior than he; and the technician could not establish pretext (Knight v. Cambria Co., LLC, No. 25-3464 (8th Cir. July 28, 2026)).
Process engineering technician. In 2021, Cambria hired the employee as a process engineering technician. His main duty was to assist Cambria’s only other process engineering technician in maintaining and improving production line functionality. The latter had been at Cambria for roughly a decade longer than the employee. Both reported to the leader of Cambria’s process technology area who, in turn, reported to Cambria’s Chief Research Officer (CRO).
Death of father and FMLA leave. In late 2022, the employee’s father died, and he began to struggle with depression. His direct supervisor suggested that he consider taking FMLA leave, and in February 2023, the...
False. The quotes attributed to the politicians have been fabricated by a foreign-run disinformation operation. AAP FactCheck - Pauline Hanson and Anthony Albanese did not trade barbs during a liv...