Hrdlicka v. General Motors, LLC, No. 22-1328 (6th Cir. 2023)
Annotate this Case
Hrdlicka, a white female, began working for GM in 1989, sculpting vehicle models. In 2017, Hrdlicka was transferred to the Design Academy. She unsuccessfully requested a transfer back to the Sculpting Department. Hrdlicka began regularly missing work and arriving late and missed crucial work related to her responsibilities for the internship program. The reasons that Hrdlicka gave for being absent or tardy were often not related to her own health and sometimes did not contain any explanation. She never saw a doctor. Hrdlicka’s 2019 performance review noted her decreased performance because of her attendance. Hrdlicka’s attendance problems did not abate. Hrdlicka missed several “critical” days in August. Hrdlicka was given an Attendance Letter, stating the consequences of continued attendance issues and explaining how to seek accommodations if needed. Hrdlicka did not inquire into any of the listed options and was terminated for repeatedly violating the Attendance Letter. Hrdlicka filed an internal appeal, stating that, prior to her termination, she “notified HR of [her] depression,” which she “perceive[d] to be directly related to the work environment.”
While her ultimately unsuccessful appeal was pending, Hrdlicka was diagnosed with Persistent Depressive Disorder and a brain tumor that was surgically removed. The Sixth Circuit affirmed the summary judgment rejection of her suit alleging violations of the Americans with Disabilities Act, the Family and Medical Leave Act, the Employment Retirement Income Security Act, the Age Discrimination in Employment Act, Michigan’s Elliott-Larsen Civil Rights Act, and race and sex discrimination under Title VII.
The court issued a subsequent related opinion or order on March 23, 2023.
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.