Henry v. United Bank, No. 11-1666 (1st Cir. 2012)Annotate this Case
Plaintiff’s employment was terminated after she exhausted 12 weeks of medical leave and did not return to work. The employer had received a certification of health care provider indicating that she was "not incapacitated" and was "able to perform [her] job" on a normal work schedule with "no heavy lifting." The district court entered summary judgment in favor of her former employer on her claims of retaliation in violation of the Family and Medical Leave Act, 29 U.S.C. 2601-2654, and disability discrimination in violation of Massachusetts law, Mass. Gen. L. ch. 151B. The First Circuit affirmed.