Sisk v. Picture People, Inc.

Plaintiff sued her former employer for retaliation in violation of the Family Medical Leave Act, 29 U.S.C. 2615(a)(2). The district court granted the employer's motion for judgment as a matter of law. Because the employer did not offer a non-discriminatory reason for its alleged act, the proper inquiry for the district court was whether plaintiff's evidence was sufficient to establish a prima facie case. Because plaintiff failed to provide any other evidence linking her termination to her use of FMLA leave, a reasonable jury would not have a legally sufficient evidentiary basis to find for her on that issue. Therefore, the employer was entitled to judgment as a matter of law.