Sisk v. Picture People, Inc.

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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.