After the Indiana trial court granted the motion of Arwa Alghusain ("Mother”) to transfer jurisdiction over her children's child support matters to her home county of Monterey County, California, Mahmoud M. Basileh ("Father”), the children's father, appeals. Pursuant to the jurisdiction provision of the Uniform Interstate Family Support Act ("UIFSA”), continuing, exclusive jurisd

Steven Peters suffered a shoulder injury while he was employed by Gilead Sciences, Inc. He took a relatively short medical leave to have corrective surgery, and when his condition did not improve after returning to work, he took another leave. During his second absence, Gilead filled his position with another employee, and when Peters returned to work, Gilead offered him a different position. He d

After Glena Tjernagel (Tjernagel) was dismissed from her job, she sued her former employer, The Gates Corporation (Gates), under the Americans with Disabilities Act (ADA), the Iowa Civil Rights Act (ICRA), and the Family Medical consent of the parties pursuant to 28 U.S.C. § 636(c).

Leave Act (FMLA).1 The district court2 granted summary judgment for Gates on all claims, concluding Tjerna

Albuquerque police officers Cynthia Orr and Patricia Paiz contend that the City of Albuquerque and Mary Beth Vigil, the Personnel Director for the Albuquerque Police Department, discriminated against them on the basis of pregnancy, in violation of the Pregnancy Discrimination Act of Title VII.

Specifically, Officers Orr and Paiz allege that, when they took maternity leave, the defendants re

Appellant Tri-County Metropolitan Transportation District of Oregon ("TriMet") appeals a trial verdict in favor of Appellee Frank Farrell ("Farrell") awarding him $1,110.00 in lost wages under the Family Medical Leave Act (the "FMLA"). TriMet presents a single issue on appeal: Whether the FMLA allows a plaintiff to recover damages for absences from work that were caused by an emotional condi

The Family Medical Leave Act (FMLA) mandates that certain employers provide employees suffering from a serious medical condition up to twelve weeks of unpaid leave per year. See 29 U.S.C. § 2612(a)(1)(D). Employees, however, have several duties concomitant to this right. For instance, an employer may require an employee submit medical certification documenting his medical condition before the

Debra Lewis brought this action against: her employer, Freeburg Community School District No. 70; the school superintendent, Rob Hawkins; the school district's attorney, Shane Jones; the school board; and members of the school board in their individual capacities.1 She alleged violations of the Family and Medical Leave Act ("FMLA"), 29 U.S.C. § 2601 et seq.; she also brought supplemental s

Plaintiff Margaret M. Brady appeals the district court's grant of summary judgment in favor of defendants Postmaster General and United States Postal Service. After voluntarily resigning her position with the Postal Service, Brady, who suffers from diabetes, sued the defendants on the grounds that: (1) they had discriminated against her in violation of the Rehabilitation Act, and (2) they had

Nicholas Lore, age 63, sued Chase Manhattan Mortgage Corporation on a Family Medical Leave Act (FMLA) violation theory claiming that his employer for firing him from the $600,000 a year job for seeking to take time off to deal with some medical problems that he was experiencing. Lore had worked for Chase for about a year when he told his supervisor that he felt ill, needed to rest and get a physic

Brian K. Dotson was terminated from his employment with BRP US Inc. ("BRP") after filing a claim for compensation under the Illinois Workers' Compensation Act ("WCA"). See 820 ILCS 305/1 et seq. Dotson's absence from work exceeded the amount of time allowed by the company's absenteeism policy, which tracks the time allotted by the Family and Medical Leave Act, 29 U.S.C. § 2601, et seq. ("F

Plaintiff claimed denial of rights claim under the FMLA, a retaliation claim under the FMLA, retaliation for a future filing of a worker's compensation claim, and a breach of an implied contract. Defendant's Rule 50 motion was granted on the retaliation for a future filing of a worker's compensation claim because as of the date of firing the plaintiff has not yet actually filed the worker's compe

Plaintiff-Appellant Pamela Fye appeals the District Court's entry of summary judgment in favor of Defendant-Appellee Oklahoma Corporation Commission ("OCC") on her claim of retaliatory discharge under Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e et seq., and its denial of her motion for reconsideration of that issue. We have jurisdiction under 28 U.S.C. § 1291 and AFFIRM. <

Plaintiff, Joseph Malloy, appeals the district court's grant of summary judgment in favor of the defendant Postmaster General of the United States Post Office ("Post Office"), on his claims of reverse gender discrimination, age discrimination, retaliation in violation of the Age Discrimination in Employment Act of 1967 and Title VII of the Civil Rights Act of 1964 and his combined claim of har

After examining the briefs and appellate record, this panel has determined unanimously that oral argument would not materially assist in the determination of this appeal. See Fed. R. App. P. 34(a)(2); 10th Cir. R. 34.1(G). The case is therefore ordered submitted without oral argument.

Plaintiff and appellant Angela Jones brought this action alleging a violation of the Americans with Di

Deborah Steele appeals from the district court's order granting summary judgment for defendant on her claims for sex discrimination in violation of Title VII of the Civil Rights Act, 42 U.S.C. §§ 2000e to 2000e-17; age discrimination in violation of the Age Discrimination in Employment Act, 29 U.S.C. §§ 621-34 (ADEA); retaliation in violation of Title VII, 42 U.S.C. § 2000e-3(a); and ret

James Breneisen, Jr., Barbara Breneisen, Laura Jones, Anna Lineweaver, Jennifer Horton, and Amy Boonos claim that their supervisors at Motorola, Inc.'s Service Center in Rockford, Illinois penalized them for taking medical leave under the Family and Medical Leave Act (FMLA).1 They say that they were demoted, denied raises, questioned upon return from leave, and given negative performan

Jackie Wilkins, formerly a print operator with PackerWare Corporation, sought medical attention for what he thought was a work-related injury to his right arm. His doctor advised him to rest his arm for an extended period, advice that meant Mr. Wilkins would be unable to perform his regular job duties. Mr. Wilkins's employer gave him the option either to take unpaid leave or pursue light

James Sarnowski was terminated by his employer, Air Brook Limousine, Inc. Sarnowski claims that his termination violated the Family Medical Leave Act of 1993 (FMLA), 29 U.S.C. § 2601, et seq.; the New Jersey Law Against Discrimination (LAD), N.J.S.A. 10:5-1, et seq.; and the New Jersey Conscientious Employee Protection Act (CEPA), N.J.S.A. 34:19-1, et seq. The District Court granted su

After Elizabeth Rask was dismissed from her job, she sued her former employer, Fresenius Medical Care North America, under the Americans with Disabilities Act (ADA), see 42 U.S.C. §§ 12101-12213, the Minnesota Human Rights Act (MHRA), see Minn. Stat. §§ 363A.01-363A.41, and the Family and Medical Leave Act (FMLA), see 29 U.S.C. §§ 2601-2654. The district court1 granted summary judg

Larry McKlintic appeals from the district court's1 dismissal of his suit against his employer, the 36th Judicial Circuit Court of the State of Missouri, seeking relief under the provisions of the Family and Medical Leave Act (known as the FMLA) granting a right to leave on account of the employee's own illness (known as the selfcare provisions of the Act). The district court held that McKli

Plaintiff brought suit under Title VII alleging that her employer discriminated against her on the basis of sex and race, subjected her to a hostile work environment, and retaliated against her. The district court granted summary judgment to the employer, concluding that plaintiff failed to establish a prima facie case with respect to all claims. Because plaintiff has failed to make a showi

On February 9, 2004, Beverly Stevenson had an extreme emotional and physical response to a stray dog entering her workspace at Hyre Electric Company. She left work soon after and for the most part stayed home for the next several days. The few times she tried to return to work, she felt unable to function and demonstrated erratic and emotional behavior. Her coworkers were so concerned th

Linda Mellen challenges the district court's grant of summary judgment in favor of Boston University and an individual, Frances Drolette, on her claims that BU interfered with her substantive rights under the Family and Medical Leave Act (FMLA), 29 U.S.C. § 2601 et seq., and the Massachusetts Small Necessities Leave Act (SNLA), Mass. Gen. Laws ch. 149, § 52D. Mellen argues that BU miscalculat

Taylor had sued her former employer Giant in 1999 for race and sex discrimination and retaliation and settled that first case against Giant in February 2002. Taylor soon after her 2002 settlement against Giant began to experience discrimination again by Giant when it came for her female medical condition of uterine fibroid tumors. According to Taylor before the ink was dry on the first settl

Susan Hendricks filed a complaint against her former employer, Compass Group, USA, Inc. ("Compass Group"), seeking wages to which she claimed entitlement under the Family Medical Leave Act and a collective bargaining agreement. The district court granted Compass Group summary judgment. Hendricks appeals, and we affirm.

I

Compass Group employed Hendricks as a utility driver fo