Rebecca Young (Partner-Birmingham AL) obtained summary judgment on behalf of a housing authority client accused of FMLA and ADA discrimination, failure to accommodate and constructive discharge. The plaintiff employee, who was in treatment for cancer, claimed that when she returned from medical leave her pay was wrongfully reduced in violation of the FMLA. She also claimed that our client failed to accommodate her and engaged in bullying and unfair treatment that created unbearable working conditions that led to her constructive discharge. Rebecca defended the claims by presenting overwhelming evidence in favor of the defense and arguing that the plaintiff could not satisfy her burden under the McDonnel Douglas burden-shifting framework for the FMLA claims and the modified burden-shifting analysis for the ADA discrimination and failure to accommodate claims as followed by the Eighth Circuit. For the constructive discharge claim, Rebecca relied on admissions she elicited during the plaintiff's deposition, which demonstrated that her work environment did not amount to conditions necessary to support constructive discharge. The U.S. District Court Eastern District of Arkansas agreed and granted summary judgment.