Case of FMLA Interference and ADA Discrimination Goes South When Employee Fails to Prove Employer Fault

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Lachelle Watson was terminated from her position with Drexel University due to what Drexel considered to be unapproved absences. Those absences were related to a chronic medical condition of Watson’s. She sued Drexel for interference with her rights under the Family and Medical Leave Act (“FMLA”), 29 U.S.C. § 2601 et seq., for failure to reinstate her under the FMLA, id., and for failure to accommodate her needs as required by the Americans with Disabilities Act (“ADA”), 42 U.S.C. § 12101 et seq., and the Pennsylvania Human Relations Act (“PHRA”), 43 Pa. Cons. Stat. § 951 et seq. The District Court granted summary judgment for Drexel, and the 3rd Circuit affirmed.

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