Shrable v. Eaton Corp., No. 12-1404 (8th Cir. 2012)
Annotate this CasePlaintiff filed suit under the Employee Retirement Income Security Act of 1974 (ERISA), 29 U.S.C. 1001 et seq., the Fair Labor Standards Act (FLSA), 29 U.S.C. 201 et seq., and state law, alleging that defendant had retaliated against him after he raised complaints protected by those statutes. The district court granted summary judgment to defendant on the federal law claims and dismissed the state law claims without prejudice. The court concluded that plaintiff failed to make a prima facie case of retaliation under ERISA. Likewise, plaintiff failed to make a prima facie case of retaliation under the FLSA. At any rate, plaintiff failed to show a causal connection between his complaint about holiday meal time and his termination six months later. Accordingly, the court affirmed the judgment.
Court Description: Civil case - ERISA. Record did not show that plaintiff participated in any activity protected under ERISA, and he failed to make a prima facie case of ERISA discrimination; nor did plaintiff make a prima facie case of retaliation under the Fair Labor Standards Act. [ October 02, 2012
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