# Christophe v. Walmart, Inc.

> District Court, M.D. Florida · August 8, 2022

URL: https://www.frixlaw.com/law-library/cases/10110713

## Case

- **Court:** District Court, M.D. Florida
- **Decided:** August 8, 2022
- **Opinion:** 100trialcourt
- **Cited by:** 0 later opinions in the Frix Law Library

## Citator (automated)

- No negative treatment found by the automated citator. That is not the same as a confirmation that the case is good law; read the citing cases.
- Full citator and citing cases: https://www.frixlaw.com/law-library/cases/10110713

## How later opinions describe it (automated extraction)

- finding sufficient facts permitted a finding that the defendant regarded the plaintiff as disabled from a heart condition when it placed her on leave because of the impairment
- affirming finding that plaintiff did not have an actual disability because the complaint did not allege that plaintiff was expected to have a long-term impairment from a staph infection
- holding that the plaintiff "must plead factual content," not "vague and conclusory" assertions to state a claim

## Opinion text

UNITED STATES DISTRICT COURT
MIDDLE DISTRICT OF FLORIDA
FORT MYERS DIVISION

LOUISE CHRISTOPHE,

Plaintiff,

v. Case No: 2:22-cv-017-JES-NPM

WALMART, INC. a/k/a WAL-MART
STORES EAST, LP,

Defendant.

OPINION AND ORDER
This matter comes before the Court on review of defendant’s
Partial Motion to Dismiss Counts I and II of Plaintiff’s Second
Amended Complaint and Supporting Memorandum of Law (Doc. #32) filed
on May 27, 2022. Plaintiff filed a Response in Opposition (Doc.
#37) on June 18, 2022. For the reasons set forth below, the motion
is granted in part and denied in part.
I.
A. Factual Background
The following facts are taken from the Second Amended
Complaint (SAC). Plaintiff Louise Christophe (Plaintiff) is a
Haitian American woman who lives in Florida. (Doc. #26, ¶ 10.) In
2015, defendant Walmart, Inc. a/k/a Wal-Mart Stores East, LP
(Defendant or Walmart) hired Plaintiff as a “Stock Associate” in
one of its stores located in Fort Myers Beach, Florida. (Id., ¶¶
2, 5, 12, 15.) Plaintiff was later promoted to an “A CAP Associate”
position. (Id., ¶¶ 2, 15.) Plaintiff’s job responsibilities
included stocking store shelves and assisting customers. (Id., ¶
17.)
On or about May 5, 2020, Plaintiff experienced a “syncopal
episode” while at work; it was later determined that Plaintiff had
to have a cholecystectomy and cardiac surgery. (Id., ¶ 18.) As

a result, Plaintiff alleges that she was disabled and that her
normal life activities were substantially limited. (Id., ¶ 19.)
Plaintiff alleges that in June 2020 she notified Defendant
about her disability and requested an accommodation to work without
lifting packages over 25 pounds. (Id., ¶ 29.) The SAC also
alleges that on or about June 24, 2020, Plaintiff informed her
immediate supervisor at work that she needed [unspecified]
reasonable accommodations while she underwent “medical treatments”
as recommended by her doctor. (Id., ¶ 20.) The SAC does not allege
what the “medical treatments” entailed. Plaintiff’s supervisor
was “dismissive,” but advised Plaintiff that she would receive

“something in the mail.” (Id., ¶ 21.)
On an unstated date, Plaintiff received a letter from
Defendant’s agent, Sedgwick Claims Management, Inc. (Sedgwick),
with whom Plaintiff began communicating about her medical
treatment. (Id., ¶ 22.) Defendant advised Plaintiff that she could
not return to work until she was medically released by her doctor.
(Id., ¶ 23.) Plaintiff alleges that around July 5, 2020, Defendant
refused to engage in the interactive process, denied Plaintiff’s
request for the lifting accommodation, and stated that moving,
lifting, carrying and placing merchandise and supplies weighing up
to 50 pounds without assistance was an essential function of her
position. (Id., ¶¶ 30, 37.) The SAC alleges that on unspecified
dates in 2020 Plaintiff “constantly communicated” with Defendant’s

agent Sedgwick “regarding her ongoing medical treatments.” (Id.,
¶ 38.)
In or around October 2020, Plaintiff informed Sedgwick that
she received a medical release from her doctor and that she could
return to work without any medical restrictions. (Id., ¶¶ 24, 39.)
Defendant, however, terminated Plaintiff’s employment, informing
her that it no longer had a position for her and that she had
“abandoned” her position. (Id., ¶¶ 24, 40.)
B. Procedural Background
The operative pleading is the April 26, 2022, Second Amended
Complaint and Demand For Jury Trial. (Doc. #26.) The Second

Amended Complaint (SAC) alleges that: (1) Defendant failed to
provide a reasonable accommodation in violation of the American
Disabilities Act of 1990 (ADA), as amended by the ADA Amendments
Act of 2008 (ADAAA) (collectively the ADA), 42 U.S.C. § 12101 et
seq. (Count I); (2) Defendant retaliated against her due to her
“disability” in violation of the ADA (Count II); and (3) Defendant
retaliated against her because of “race” in violation of Title VII
of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000e et seq. (Count
III). (Id., pp. 4-7.) Plaintiff seeks past and future lost wages
and benefits, along with other compensatory and punitive damages.
(Id., pp. 7-8.)
Defendant urges the Court to dismiss Counts I and II of the
SAC with prejudice because – after two prior attempts in filing

her claims with this Court – Plaintiff still fails to state a claim
upon which relief may be granted. (Doc. #32, p. 1.) In Response,
Plaintiff asserts that she has sufficiently alleged her claims
under the ADA. (Doc. #26, p. 4.)
II.
Under Federal Rule of Civil Procedure 8(a)(2), a Complaint
must contain a “short and plain statement of the claim showing
that the pleader is entitled to relief.” Fed. R. Civ. P. 8(a)(2).
This obligation “requires more than labels and conclusions, and a
formulaic recitation of the elements of a cause of action will not
do.” Bell Atl. Corp. v. Twombly, 550 U.S. 544, 555 (2007)

(citation omitted). To survive dismissal, the factual allegations
must be “plausible” and “must be enough to raise a right to relief
above the speculative level.” Id. at 555. See also, Edwards v.
Prime Inc., 602 F.3d 1276, 1291 (11th Cir. 2010). This requires
“more than an unadorned, the-defendant-unlawfully-harmed-me
accusation.” Ashcroft v. Iqbal, 556 U.S. 662, 678 (2009) (citations
omitted).
In deciding a Rule 12(b)(6) motion to dismiss, the Court must
accept all factual allegations in a complaint as true and take
them in the light most favorable to plaintiff, Erickson v. Pardus,
551 U.S. 89 (2007), but “[l]egal conclusions without adequate
factual support are entitled to no assumption of truth,” Mamani v.
Berzain, 654 F.3d 1148, 1153 (11th Cir. 2011) (citations omitted).

“Threadbare recitals of the elements of a cause of action,
supported by mere conclusory statements, do not suffice.” Iqbal,
556 U.S. at 678. “Factual allegations that are merely consistent
with a defendant’s liability fall short of being facially
plausible.” Chaparro v. Carnival Corp., 693 F.3d 1333, 1337 (11th
Cir. 2012) (citations omitted). Thus, the Court engages in a two-
step approach: “When there are well-pleaded factual allegations,
a court should assume their veracity and then determine whether
they plausibly give rise to an entitlement to relief.” Iqbal, 556
U.S. at 679.
III.

A. Count I — Failure To Accommodate In Violation of ADA
Count I of the SAC alleges that in or around June 2020,
Plaintiff notified Defendant about her disability and requested a
reasonable accommodation to work without lifting packages over 25
pounds. (Doc. #26, ¶ 29.) Plaintiff alleges, however, that
Defendant violated the ADA when on or around July 5, 2020,
Defendant failed to engage in the interactive process and denied
Plaintiff’s request, “claiming that moving, lifting, carrying and
placing merchandise and supplies weighing up to 50 pounds without
assistance was required to perform the essential functions of her
position.” (Id., ¶ 30.) Plaintiff claims that Defendant’s denial
of her request for the accommodation was unreasonable because she
had worked in her position for over five years and could have

easily performed her position without lifting in excess of 25
pounds. (Id., ¶ 31.)
The ADA prohibits discrimination in employment on the basis
of an employee's disability. Discrimination may include "not
making reasonable accommodations to the known physical or mental
limitations of an otherwise qualified individual with a disability
who is an applicant or an employee[.]" 42 U.S.C. § 12112(b)(5)(A).
To state a prima facie claim of disability discrimination based on
an alleged failure to accommodate, Plaintiff must demonstrate that
she: (1) is disabled; (2) is a qualified individual, meaning able
to perform the essential functions of the job; and (3) was

discriminated against because of her disability by way of the
defendant's failure to provide a reasonable accommodation. Russell
v. City of Tampa, 652 F. App'x 765, 767 (11th Cir. 2016) (citing
Lucas v. W.W. Grainger, Inc., 257 F.3d 1249, 1255 (11th Cir.
2001)). In addition, for any claim under the ADA, a plaintiff
must also establish that her employer had actual knowledge of her
alleged disability or regarded her as disabled. See Cordoba v.
Dillard's, Inc., 419 F.3d 1169, 1186 (11th Cir. 2005).
Defendant argues that Count I of the SAC does not state a
plausible failure to accommodate claim because there are no facts
showing Plaintiff has an actual disability, was perceived as having
a disability, or was regarded as having a disability. (Doc. #32,

p. 4.) Plaintiff responds that she has provided a “short and plain
statement showing she is entitled to relief” and that the SAC
alleges “Plaintiff is a qualified individual with a disability.”
(Doc. #37, p. 3.)
“The ADA defines the term ‘disability’ as (1) a physical or
mental impairment that ‘substantially limits one or more’ of an
individual's ‘major life activities,’ (2) a ‘record of such an
impairment,’ or (3) ‘being regarded as having such an impairment’
as described in subsection (1).” Mazzeo v. Color Resolutions
Int'l, LLC, 746 F.3d 1264, 1268 (11th Cir. 2014) (quoting 42 U.S.C.
§ 12102(1)). The first and third components of the disability

definition are at issue here.
(1) Actually Disabled

"An individual who is 'actually disabled' is one with 'a
physical or mental impairment that substantially limits one or
more major life activities.'" Lewis v. City of Union City, 934
F.3d 1169, 1180 (11th Cir. 2019) (quoting 42 U.S.C. § 12102(1)(A)).
The ADA defines a physical or mental impairment as a disorder or
condition affecting one or more of the following body systems:
"neurological, musculoskeletal, special sense organs, respiratory
. . ., cardiovascular, reproductive, digestive, genitourinary,
immune, circulatory, hemic, lymphatic, skin, and endocrine." 29
C.F.R. § 1630.2(h)(1).
Even assuming a plaintiff suffers from a physical impairment,

such an impairment, “standing alone, . . . is not necessarily a
disability as contemplated by the ADA." Gordon v. E.L. Hamm &
Assocs., Inc., 100 F.3d 907, 911 (11th Cir. 1996). Rather, "[a]n
impairment is a disability . . . if it substantially limits the
ability of an individual to perform a major life activity." 29
C.F.R. § 1630.2(j)(1)(ii). "Major life activities" include such
things as "caring for oneself, performing manual tasks, walking,
seeing, hearing, speaking, breathing, learning, and working" as
well as the operation of a major bodily function, including but
not limited to . . . digestive, . . . respiratory, [and]
circulatory functions.” Zalezhnev v. Wonderworld Montessori Acad.

Corp., No. 20-10277, 2021 U.S. App. LEXIS 29913, at *5 (11th Cir.
Oct. 5, 2021) (citing Chanda v. Engelhard/ICC, 234 F.3d 1219, 1222
(11th Cir. 2000)); 42 U.S.C. § 12102(2)(B). An impairment is
considered to "substantially limit" one of these activities if the
disability renders the individual unable to perform the activity
or significantly restricts its performance compared to the average
person. Munoz v. Selig Enters., 981 F.3d 1265, 1272 (11th Cir.
2020).
The SAC makes the following allegations as to Plaintiff’s
disability:
18. On or about May 5, 2020, Plaintiff, while working
for Defendant, experienced a syncopal episode.
Afterward, medical examinations determined Plaintiff had
to have cardiac surgery and cholecystectomy.

19. As a result, Plaintiff is a qualified individual
with a disability under the Americans with Disabilities
Act of 1990, as amended. As a result of Plaintiff’s
disability, major life activities, have substantially
limited her normal life activities.

(Doc. #26, ¶¶ 18-19.) The SAC also refers to unspecified “medical
treatments” (Id., ¶ 20) and the need for a lifting accommodation
of no more than 25 pounds “while she underwent her medical
treatments.” (Id., ¶¶ 20, 29.)
Viewing the allegations in a light most favorable to
Plaintiff, the SAC minimally satisfies the plausibility
requirements. As to the existence of a physical impairment,
Plaintiff states that in May 2020 she had a syncopal episode, i.e.,
she fainted, and afterwards was determined to be in need of cardiac
surgery and a cholecystectomy (i.e., surgical removal of the
gallbladder). There are no facts pled which indicate Plaintiff
had either procedure. The SAC, however, allows a reasonable
inference that Plaintiff’s fainting episode was a physical
condition or disorder that affected a biological system, thus
affecting her ability to lift weight in excess of 25 pounds.
Plaintiff must also allege sufficient facts showing that her
physical impairment substantially limits one or more major life
activities. "In determining whether an injury substantially
limits a major life activity, we consider '(1) the nature and

severity of the impairment; (2) the duration or expected duration
of the impairment; and (3) the permanent or long term impact, or
the expected permanent or long term impact of or resulting from
the impairment.'" Pritchard v. Fla. High Sch. Ath. Ass'n, No. 2:19-
cv-94-FtM-29MRM, 2020 U.S. Dist. LEXIS 114512, at *15 (M.D. Fla.
June 30, 2020) (quoting Standard v. A.B.E.L. Servs., Inc., 161
F.3d 1318, 1328 (11th Cir. 1998).
Here, the duration of the disability is potentially
problematic. The SAC alleges that the disability arose on or about
May 5, 2020, and that after receiving “medical treatments” she was
cleared to return to work without any restrictions in or around

October 2020. (Doc. #26, ¶ 39.) “While an impairment need not
last for more than six months to be considered substantially
limiting, the duration of an impairment is one factor that is
relevant in determining whether the impairment substantially
limits a major life activity. Impairments that last only for a
short period of time are typically not covered, although they may
be covered if sufficiently severe." Lewis v. Fla. Default Law
Group, P.L., No. 8:10-cv-1182, 2011 U.S. Dist. LEXIS 105238, 2011
WL 4527456, at *4 (M.D. Fla. 2011) (quoting 29 C.F.R. Pt.
1630)(internal quotation marks omitted). The SAC shows that there
was approximately five months between when Plaintiff’s disability
arose and when she could return to work without any restrictions.
Though somewhat brief, at this stage in the litigation the Court

finds the duration of the alleged disability is sufficient to avoid
dismissal. Compare Richardson v. Koch Foods of Ala.. LLC, No. 2:16-
cv-00828-SRW, 2019 U.S. Dist. LEXIS 54893, at *19-20 (M.D. Ala.
Mar. 29, 2019)(plaintiff did not have an actual disability after
a heart operation as he was able to return to work with no
restrictions after six weeks and without any limitation to a major
life activity).
With respect to whether Plaintiff’s alleged physical
impairment substantially limits a major life activity, the SAC
alleges that Plaintiff cannot lift in excess of 25 pounds. Viewing
the allegations in a light most favorable to Plaintiff, the Court

finds such allegations sufficient to show that Plaintiff’s ability
to lift was substantially limited as compared to the general
population, and thus she has plausibly alleged that she suffered
from an actual disability. See 29 C.F.R. § 1630.2(j)(i)
(“’Substantially limits’ is not meant to be a demanding
standard.”); 29 C.F.R. § 1630.2(j)(ii) ("An impairment need not
prevent, or significantly or severely restrict, the individual
from performing a major life activity in order to be considered
substantially limited.”).
(2) Regarded As Having An Impairment
Defendant argues that it did not regard Plaintiff as disabled,
and that Plaintiff’s medical condition was temporary and cannot
constitute a disability under the ADA. (Doc. #32, pp. 4, 7.)

Plaintiff responds that based upon Paragraph 23 of the SAC, which
alleges that Defendant advised her that she could not return to
work until her doctor provided a medical release, is sufficient to
infer that Defendant regarded her as having a disability. (Doc.
#26, ¶ 23; Doc. #37, p. 4.)
Under the "regarded as" component of the disability
definition, an individual is considered disabled if he "has been
subjected to an action prohibited under this chapter because of an
actual or perceived physical or mental impairment whether or not
the impairment limits or is perceived to limit a major life
activity." Lewis, 934 F.3d at 1181 (citing 42 U.S.C. §

12102(3)(A)). "[A]n employer that takes an adverse action because
it fears the consequences of an employee's medical condition has
regarded that employee as disabled." Lewis, 934 F.3d at 1182.
Plaintiff has provided sufficient facts from which the Court
may reasonably infer that Defendant regarded her as disabled. Not
allowing Plaintiff to return to work, and in essence placing her
on leave, until she received a medical release from her physician
plausibly shows that Defendant perceived Plaintiff as having a
physical impairment. See Lewis, 934 F.3d at 1181 (finding
sufficient facts permitted a finding that the defendant regarded
the plaintiff as disabled from a heart condition when it placed
her on leave because of the impairment).
However, an individual cannot be regarded as having an

impairment if that impairment is "transitory and minor," i.e., an
impairment with an actual or expected duration of six months or
less. 29 C.F.R. §§ 1630.2(g)(1)(iii), (j)(1)(ix). See, e.g., Jones
v. STOA Int'l/Fla., Inc., 422 F. App'x 851, 853 (11th Cir.
2011)(affirming finding that plaintiff did not have an actual
disability because the complaint did not allege that plaintiff was
expected to have a long-term impairment from a staph infection);
Richardson v. Koch Foods of Ala.. LLC, No. 2:16-cv-00828-SRW, 2019
U.S. Dist. LEXIS 54893, at *19-20 (M.D. Ala. Mar. 29,
2019)(plaintiff did not have an actual disability after a heart
operation as he was able to return to work with no restrictions

after six weeks and without any limitation to a major life
activity); Dawley v. Erie Indem. Co., 100 F. App'x 877, 883 (3d
Cir. 2004) ("The fact that [the plaintiff] took a year leave from
work to recover from his operation does not create a record of
impairment."). The approximate dates alleged in the SAC are close
enough to the six-month time period so as to prevent dismissal at
this stage of the proceeding. Accordingly, the Court finds that
Plaintiff has alleged sufficient facts showing that Defendant
regarded her as disabled.
(3) No Reasonable Accommodation Needed
Defendant also argues that Plaintiff’s failure to accommodate
claim fails because Plaintiff admits that she did not need a
reasonable accommodation as of the date of her termination. (Doc.

#32, p. 6.) The Court does not agree.
Although it is the plaintiff who "bears the burden of
identifying a reasonable accommodation that would allow a
qualified individual to perform the job . . . ", Gilliard v. Ga.
Dep't of Corrections, 500 F. App'x 860, 868 (11th Cir. 2012)
(citing Stewart v. Happy Herman's Cheshire Bridge, Inc., 117 F.3d
1278, 1285-86 (11th Cir. 1997)), an employer's "duty to provide a
reasonable accommodation is . . . triggered [when] a specific
demand for an accommodation has been made." Gaston v. Bellingrath
Gardens & Home, Inc., 167 F.3d 1361, 1363-64 (11th Cir. 1999)
("[T]he initial burden of requesting an accommodation is on the

employee. Only after the employee has satisfied this burden and
the employer fails to provide that accommodation can the employee
prevail on a claim that her employer has discriminated against
her.").
Plaintiff has alleged that on June 24, 2020, she requested a
reasonable accommodation – that she be able to work without lifting
packages over 25 pounds (Doc. #26, ¶¶ 20, 29), but that Defendant
refused to engage in the interactive process on July 5, 2020. Thus,
Plaintiff has provided sufficient facts showing that she requested
a specific accommodation that triggered Defendant’s obligation to
provide a reasonable accommodation, or at the very least to engage
in the interactive process with Plaintiff (prior to her
termination). "Because [Defendant] continued to employ

[Plaintiff], [it] was obligated under the ADA to reasonably
accommodate [Plaintiff] once [s]he was capable of returning to
work.” Busken v. City of Greenville, No. 3:19-CV-02808-X, 2021
U.S. Dist. LEXIS 212300, at *9 (N.D. Tex. Nov. 3, 2021)(rejecting
an employer’s argument that it had no obligation the plaintiff
because it planned to terminate his employment, since the
employer’s obligation to accommodate is triggered when an employee
requests an accommodation). The Court therefore rejects
Defendant’s argument that it essentially owed no duty to
accommodate Plaintiff as of the date of her termination.
Defendant’s motion to dismiss Count I of the SAC is denied.

B. Count II – Retaliation In Violation Of ADA
The ADA prohibits covered employers from retaliating against
an employee who “has opposed any act or practice made unlawful by
this Act or because such individual made a charge, testified,
assisted, or participated in any manner in an investigation,
proceeding, or hearing under this Act.” 42 U.S.C. § 12203(a). To
establish a prima facie ADA retaliation claim, Plaintiff must
allege (1) that she engaged in a statutorily protected activity or
expression, (2) that she suffered an adverse employment action,
and (3) a causal connection between the protected acts and the
adverse employment action. See Batson v. Salvation Army, 897 F.3d
1320, 1327 (11th Cir. 2018); see also Albra v. City of Fort
Lauderdale, 232 F. App’x 885, 891 (11th Cir. 2007). "The failure

to satisfy any of these elements is fatal to a complaint of
retaliation." Higdon v. Jackson, 393 F.3d 1211, 1219 (11th Cir.
2004).
Defendant contends that Plaintiff has not sufficiently alleged
the first and third elements of her ADA retaliation claim. (Doc.
#32, pp. 7-9.)
(1) Engaging In Protected Activity
Defendant argues that Count II of the SAC fails to allege a
claim for retaliation under the ADA because a denial of a request
for accommodation cannot form the basis of such a claim. (Id., p.
8.) Plaintiff responds that she has not alleged that Defendant’s

denial of her request to accommodate her disability is the basis
of her ADA retaliation claim.1 (Doc. #37, p. 7.) Rather, Plaintiff

1 Defendant’s denial of Plaintiff’s request for an accommodation
cannot serve as the basis of her retaliation claim. See Calvo v.
Walgreens Corp., 340 F. App'x 618, 625-26 (11th Cir. 2009)
(plaintiff cannot "reclothe[]" her discrimination claim into a
retaliation claim based solely on an alleged failure to
accommodate).
argues that the SAC alleges protected activity in Paragraph 40,
which states,
40. Despite months of engaging in protected activity of
reporting her medical conditions to the Defendant’s
Agent and informing Plaintiff that she could return to
work without restrictions, Plaintiff was terminated by
being told that Defendant no longer had a position for
her and that she had “abandoned” her position.

(Doc. #26, ¶ 40.) Plaintiff also alleges that “Defendant terminated
[her] because she engaged in protected activity related to her
disabilities.” (Id., ¶ 42.)
Taking Plaintiff’s allegations as true, the SAC has not
sufficiently alleged that Plaintiff engaged in protected activity.
Plaintiff’s allegation that she reported “medical conditions” to
Defendant’s agent for months, or reported she could not return to
work without restrictions, are too vague and conclusory to
plausibly show that Plaintiff opposed any act or practice made
unlawful by the Act. See 42 U.S.C. § 12203(a). See also In re
Chiquita Brands Int'l, Inc., 792 F. Supp. 2d 1301, 1358 (S.D. Fla.
2011) (holding that the plaintiff "must plead factual content,"
not "vague and conclusory" assertions to state a claim).
(2) Causal Nexus Between Protected Activity and Adverse
Employment Action

Because Plaintiff has failed to allege that she engaged in
protected activity under the ADA, there can be no causal nexus
between protected activity and any alleged adverse employment
action. See Higdon, 393 F.3d at 1219. Accordingly, Defendant’s
motion to dismiss Count II of the Second Amended Complaint is
granted.
Accordingly, it is now
ORDERED :
1. Defendant’s Partial Motion to Dismiss Counts I and II of
Plaintiff’s Second Amended Complaint (Doc. #32) is GRANTED
in part as to Count II, but is otherwise DENIED.
2. Count II of the Second Amended Complaint (Doc. #26) is
DISMISSED without prejudice.
DONE AND ORDERED at Fort Myers, Florida, this 8th day of
August, 2022,

JQ me pot
aff le hy DE. Ak Look
J9GHN E. STEELE
SHNIOR UNITED STATES DISTRICT JUDGE

Copies:
Counsel of record

18

---

Source: Frix Law Library, https://www.frixlaw.com/law-library/cases/10110713. Public record. Not legal advice.