DeWitt v. Southwestern Bell Telephone, No. 14-3192 (10th Cir. 2017)Annotate this Case
Janna DeWitt appealed a district court’s order granting summary judgment to her former employer, Southwestern Bell Telephone Company (SWBTC) on her claims of disability discrimination and failure to accommodate her disability in violation of the Americans with Disabilities Act (“ADA”), and retaliation in violation of the Family and Medical Leave Act (“FMLA”). In 2009 and early 2010, DeWitt used FMLA leave intermittently for health issues related to her diabetes. DeWitt only took FMLA leave when vacation days were not available because DeWitt believed that SWBTC “frowned upon” employees taking FMLA leave. DwWitt's employment was terminated in 2010 when she allegedly hung up on two customers during a low blood sugar episode. DeWitt explained that she did not remember taking the calls due to a severe drop in her blood sugar. After review, the Tenth Circuit concluded that SWBTC was entitled to summary judgment because: (1) it advanced a legitimate, non-retaliatory reason for taking adverse employment action against DeWitt (i.e., DeWitt’s hanging up on customers while on a Last Chance Agreement); and (2) DeWitt failed to demonstrate that SWBTC’s stated reason for its disciplinary action was pretextual. Finding that DeWitt failed to otherwise meet her burden to overcome summary judgment, the Tenth Circuit affirmed.