Vannoy v. The Federal Reserve Bank of Richmond, No. 3:2013cv00797 - Document 75 (E.D. Va. 2014)

Court Description: MEMORANDUM OPINION. Signed by District Judge John A. Gibney, Jr on 11/17/2014. (tjoh, )

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Vannoy v. The Federal Reserve Bank of Richmond Doc. 75 IN THE UNITED STATES DISTRICT COURT FOR THE EASTERN DISTRICT OF VIRGINIA Richmond Division JOHN VANNOY, Plaintiff, V. Civil Action No. 3:13-cv-797-JAG THE FEDERAL RESERVE BANK OF RICHMOND, Defendant. MEMORANDUM OPINION The Federal Reserve Bank of Richmond disciplined and fired John Vannoy because he failed to properly communicate his work absences to his supervisors and engaged in insubordinate behavior. Although Vannoy suffered from depression and alcoholism, the Bank based Vannoy's termination on his misconduct. Because the Bank's decision does not violate the Americans with Disabilities Act ("ADA") or the Family Medical Leave Act ("FMLA"), the Court GRANTS the Bank's motion for summary judgment and DISMISSES the case with prejudice. I. Facts' Vannoy began working for the Federal Reserve Bank of Richmond ("Bank") in 1994. For many years, Vannoy successfully fiilfilled his responsibilities at the Bank and received positive performance reviews. Unfortunately, everything fell apart in late 2010. Vannoy's problems began on October 22, 2010. On October 22, Vannoy sent one of his two supervisors—Matt Harris, the Vice President—an email stating that he was not feeling well ' Following settled law, summary judgment becomes appropriate when the movant establishes that no genuine dispute of any material fact exists and the party is thereby entitled to judgment as a matter of law. Fed. R. Civ. P. 56(a); see Celotex Corp. v. Catrett, 477 U.S. 317, 322 (1986). Dockets.Justia.com

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