Pierce v. Landmark Mgmt. Group

Plaintiff brought an employment discrimination suit against her former employers, alleging that she had been unlawfully terminated in violation of the Family and Medical Leave Act (FMLA) and the ADA Amendments Act of 2008 (ADAAA). The district court granted partial summary judgment for Pierce on the issue of whether the employers were “integrated” for purposes of the FMLA. After an ensuing trial, the jury returned a verdict on both the FMLA and the ADAAA claims. The Supreme Court affirmed, holding (1) the trial court did not err in granting partial summary judgment and finding as a matter of law that the employers were integrated for purposes of the FMLA; (2) the trial court did not abuse its discretion in ruling on Plaintiff’s motions in limine; and (3) there was sufficient evidence to support the verdict. View "Pierce v. Landmark Mgmt. Group" on Justia Law