June 18, 2015
Employer client terminated an employee’s employment for poor performance. The ex-employee then sued the employer alleging that his termination was wrongfully based on his disability and the employer’s perception that he was an individual with a disability.
Our client did not want to settle this case because they believed that the termination was just. Though a review of the former employee’s medical records could have identified an actual disability, we were able to establish that the disability in question was not a factor in the termination. Extensive client testimony also demonstrated that the employer’s concerns about the employee’s work performance did not amount to a perceived disability.
The jury returned a verdict for the employer client on all claims for relief.