King v. Ford Motor Co., No. 16-3391 (7th Cir. 2017)Annotate this Case
King worked for many years in Ford’s vehicle assembly plants. She claims that after transferring to Ford’s Chicago plant in 2010, she was sexually harassed by a supervisor, after which she was reassigned to less desirable tasks, missing out on overtime, and receiving unwarranted discipline. King was fired in 2013 after missing several weeks of work for medical reasons that Ford claims she did not properly document. King sued, asserting sexual harassment and Family and Medical Leave Act (FMLA), 29 U.S.C. 2615, interference, and that Ford retaliated against her for her complaints of sexual harassment and taking FMLA leave, 42 U.S.C. 2000e‐2. The Seventh Circuit affirmed the rejection of her claims on summary judgment. King argued that she never received the right‐to‐sue letter, so the 90‐day limitations period never began to run, but admitted that she failed to keep the EEOC apprised of her mailing address. With respect to her FMLA claim, the court noted that King did not establish she actually worked at least 1,250 hours in the preceding year. As to her Title VII claim, King’s protected activity consists of her March 2012 EEOC charge and her internal complaints of harassment, the last of which was a call to the anti‐harassment hotline in April 2012; the adverse action on which King focused was her April 2013 firing.