An appellate court sided with a quartz countertops manufacturer after one of its former employees alleged discrimination and violations of the Family and Medical Leave Act (FMLA).
According to court documents, Anthony Knight began working as a process engineering technician for Minnesota-based Cambria in 2021. After his father died in late 2022, he received approval to take FMLA leave between February and April 2023. The company then terminated his employment about six weeks after he requested the leave.
Knight filed a lawsuit in the U.S. District Court for the District of Minnesota alleging that his FMLA leave contributed to his termination, that Cambria did not plan to cut his position before he took leave and that the company did not document the reason for his dismissal. However, the U.S. Court of Appeals for the Eighth Circuit stated that the decision was a response to production slowdowns and seniority.
During a deposition, Cambria Chief Research Officer Jon Grzeskowiak said the company had been evaluating workforce reductions in late 2022 and early 2023. He added that Cambria observed lower volumes by the end of 2022 and anticipated further reduction.
According to testimony from Chief HR Officer Christine Phelps, Cambria employed two process engineering technicians, determined there was not enough work to keep both busy full-time and elected to retain the more senior employee.
Knight argued that he frequently worked overtime before taking leave. However, court documents stated that, by his own admission, Cambria “shifted” his workload to other employees after his termination. The company also never filled his position.
The district court granted summary judgment in favor of Cambria, finding that Knight failed to present sufficient evidence of discriminatory intent or pretext and that the company offered legitimate reasons for his dismissal. The Eighth Circuit upheld the ruling.
