Description

An individual employed as a customer service representative at a large vehicle auction company was terminated in May 2026 after approximately three years of employment. The termination occurred shortly after the employee initiated the ADA interactive process and requested accommodations for a chronic medical condition affecting cardiovascular regulation and requiring intermittent medical leave. The employer cited attendance policy violations as the stated reason for termination, but the employee contends the absences were disability-related and were used as a pretext for retaliation. The case includes documented accommodation paperwork, medical records, communications regarding the interactive process, and a state unemployment determination finding the termination was without just cause, presenting potential claims for disability discrimination, failure to accommodate, and retaliation under the ADA.