Cody v. Prairie Ethanol, LLC, No. 13-2618 (8th Cir. 2014)
Annotate this CasePlaintiff appealed the district court's grant of summary judgment in favor of Prairie Ethanol on his claim of disability discrimination under the Americans with Disabilities Act (ADA), 42 U.S.C. 12201 et seq. Assuming, without deciding, that plaintiff established a prima facie case of disability discrimination, Prairie Ethanol has offered a legitimate, non-discriminatory justification for terminating his employment - plaintiff's overly aggressive style of operating the plant, which resulted in the plant machinery swinging on three occasions and nearly losing the plant on one of those three occasions. Prairie Ethanol's performance-related concern constituted a legitimate, non-discriminatory justification for discharging plaintiff. Accordingly, the court affirmed the district court's judgment.
Court Description: Civil case - Employment discrimination. Assuming plaintiff made a prima facie case of discrimination under the Americans with Disabilities Act, his employer established legitimate, nondiscriminatory grounds for plaintiff's termination which plaintiff failed to show were pretexts for disability discrimination.
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