Whether an employer violates an employee's FMLA or ADA rights by interfering with, retaliating against, denying accommodations, and taking adverse action—including termination of the employee who is out on protected and approved leave—without any meaningful or fair investigation by the decision makers, and by asserting a pretext that it acted because it "sincerely believed" or "honestly believed," even if mistakenly, that the employee had engaged in alleged misconduct while out on leave, even when genuine disputes of material fact exist, and the pretext is discredited, proved to be an excuse unworthy of credence, and indeed false.

Whether an employer violates an employee's FMLA-or-ADA-rights by interfering-with-retaliation-against-denying-accommodations-and-taking-adverse-action