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United States Fourth Circuit

Waag v. Sotera Defense Solutions, Inc., 15-2521

In an action alleging that plaintiff's former employer violated the Family and Medical Leave Act (FMLA), 29 U.S.C. section 2601 et seq., by not restoring plaintiff to his position when he returned from two-months-plus of medical leave, by placing him in a new job that was not equivalent to the one he held before he went on leave, and by terminating plaintiff from the new job because he took medical leave, the district court's grant of summary judgment to defendant is affirmed where plaintiff failed to adduce sufficient evidence to create a genuine issue of material fact such that a reasonable factfinder could conclude the adverse employment action was taken for an impermissible reason, i.e., retaliation.

Appellate Information

  • Decided
  • Published 2017/05/16




  • United States Fourth Circuit


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