TLDR:
- A technology company successfully defended itself against an ADA lawsuit filed by an employee
- Court ruled there was insufficient evidence linking the employee’s termination to his disability
In a recent case, a federal court ruled in favor of the technology company L3Harris Technologies Inc., dismissing a lawsuit brought by former employee David Jenny. Jenny had alleged discrimination and retaliation under the Americans With Disabilities Act and the Rehabilitation Act of 1973, claiming he was terminated because of his bacterial infection. However, the court found that while Jenny was indeed terminated shortly after his supervisor learned of his infection, there was no concrete evidence linking his disability to the termination.
The court determined that L3Harris’ stated reason for the termination, which might have been false, was not based on Jenny’s disability. The court emphasized that a reasonable jury could not determine that the infection was the true reason for Jenny’s termination without merely speculating. This case serves as a reminder of the importance of presenting clear evidence in ADA discrimination cases and the need to establish a direct link between the disability and any adverse employment actions.