Donald v. Sybra, Inc., No. 10-2153 (6th Cir. 2012)
Annotate this Case
Plaintiff began working as an assistant restaurant manager in late 2005 and missed several weeks of work in 2006-2007 for medical treatments. In 2008 her supervisor discovered irregularities with her receipts and suspected that plaintiff improperly discounted orders and pocketed the difference. Her employment was terminated. After filing a grievance with the company, plaintiff declined an offer of three weeks paid leave and employment at a different location. She filed a complaint with the EEOC and Michigan Department of Civil Rights, which appears to have been unsuccessful, then filed suit alleging violation of the Family Medical Leave Act, 29 U.S.C. 2615(a)(1), the Americans with Disabilities Act, 42 U.S.C. 12102, and Michigan's Persons with Disabilities Civil Rights Act. The district court entered summary judgment for the employer. The Sixth Circuit affirmed, stating that it was not clear that the termination was based on plaintiff's medical conditions or on her taking leave time. There was nonpretextual reason for the firing. Plaintiff is not disabled within the meaning of the ADA.
Some case metadata and case summaries were written with the help of AI, which can produce inaccuracies. You should read the full case before relying on it for legal research purposes.
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.