# Feringa v. Andrews

> District Court, N.D. New York · May 20, 2021

URL: https://www.frixlaw.com/law-library/cases/10313799

## Case

- **Court:** District Court, N.D. New York
- **Decided:** May 20, 2021
- **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/10313799

## How later opinions describe it (automated extraction)

- noting that defendant can escape liability by proving that accommodating plaintiff would involve undue hardship
- reversing grant of summary judgment where district court solely relied on plaintiff’s inability to adhere to schedule to declare plaintiff per se unqualified
- applying framework to ADA discrimination claim
- holding that “reasonable juror could find that arriving [at work at] specific time was not” essential function

## Opinion text

UNITED STATES DISTRICT COURT
NORTHERN DISTRICT OF NEW YORK
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
IRENE FERINGA,

Plaintiff,
-v- 3:19-CV-656

LOUANN ANDREWS; SHARAIN
MURPHY; AMBER HIBBARD;
STEPHANIE McEWAN; WALMART
INC.; WAL-MART STORES EAST, INC.;
WAL-MART STORES EAST, LP;
WAL-MART ASSOCIATES, INC.; and
JOHN DOES 1-10,

Defendants.

- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

APPEARANCES: OF COUNSEL:

SHEGERIAN & ASSOCIATES JON CHOATE, ESQ.
Attorneys for Plaintiff
90 Broad Street Suite 804
New York, New York 10004

LITTLER, MENDELSON LAW FIRM HINNA M. UPAL, ESQ.
FAIRPORT, NEW YORK OFFICE PAMELA S.C. REYNOLDS, ESQ.
Attorneys for Defendants
375 Woodcliff Drive, 2nd Floor
Fairport, New York 14450

DAVID N. HURD
United States District Judge
MEMORANDUM-DECISION and ORDER

INTRODUCTION
On August 21, 2018, plaintiff Irene Feringa (“plaintiff” or “Feringa”) lost
her job at a Walmart store in Johnson City, New York (the “store”). Who
exactly employed plaintiff is still a contentious topic, but at the least the
parties agree that it was one of three of the entity defendants in this case’s

caption: Walmart Inc.; Wal-Mart Stores East, LP; or Wal-Mart Associates,
Inc. (together “Walmart” or “defendant”).1
On June 3, 2019, Feringa filed an eleven-count complaint in this district:
(I) disability discrimination in violation of the Americans with Disabilities

Act (“ADA”), 42 U.S.C. § 12112(a); (II) Family and Medical Leave Act
(“FMLA”) interference in violation of 29 U.S.C. § 2614(a)(1)(A) and 2615(a)(1);
(III) age discrimination in violation of the Age Discrimination in Employment
Act, 29 U.S.C. § 623(a); (IV) retaliation in violation of the ADA,

42 U.S.C. § 12203(a); (V) disability discrimination in violation of the New
York State Human Rights Law (“NYSHRL”), N.Y. EXEC. LAW § 296.1(a);
(VI) age discrimination in violation of the same provision of the NYSHRL;
(VII) a hostile work environment claim under the NYSHRL for discrimination

based on disability, age, and leave; (VIII) Retaliation under the NYSHRL,

1 Plaintiff initially alleged in her complaint that the fourth entity defendant, Wal-Mart Stores,
East, Inc., employed her as well, but as will be discussed below she has since disavowed that claim.
N.Y. EXEC. LAW § 296.1(e) and 296.7; (IX) aiding and abetting forbidden acts
under the NYSHRL in violation of N.Y. EXEc. LAW § 296.6; (X) negligent
hiring, supervision, and retention of employees under the New York common
law; and (XI) intentional infliction of emotional distress under the New York

common law.
The complaint also listed a handful of individual defendants who
supervised Feringa during her time at Walmart: LouAnn Andrews
(“Andrews”); Sharain Murphy; Amber Hibbard; and Stephanie McEwan
(“McEwan”), not to mention several John Does. On December 30, 2020, the
individual defendants, as well as Wal-Mart Stores, East, Inc., and Walmart,
moved for summary judgment under Federal Rule of Civil Procedure (“Rule”)
56 against the entirety of plaintiff's complaint. Those motions, having been
fully briefed, will now be decided on the submissions and without oral
argument.
II. BACKGROUND
On August 6, 2010, Feringa was hired to work at the Walmart store in
Johnson City, New York.? Dkt. 72-4, Defendants’ Statement of Material
Facts (““DSMF”) J 1. According to Walmart, Walmart Stores East, LP was
plaintiff's employer at all times relevant to this case. Id. § 2. As plaintiff

'The facts are taken from defendant's statement of material facts where admitted by plaintiff, or
from other record evidence. Disputed facts are flagged and supported by citations to either the
proponent’s statement of material facts or to record evidence.

points out, though, her wage notices identified her employer as Wal-Mart
Stores, Inc., and her tax documents listed her employer as Wal-Mart

Associates, Inc. Dkts. 77-18, p. 1;3 77-19, p. 2.
Feringa spent her time at Walmart as a Sales Associate in the deli
department. DMSF ¶ 3. That role involved customer service, stocking
shelves, and generally keeping the deli section of the store fresh, clean, and

supplied. Id. ¶ 5.
Throughout Feringa’s entire Walmart career, she lived with chronic
obstructive pulmonary disease (“COPD”). DSMF ¶ 15. As its name suggests,
COPD affects a person’s lungs and thus can make breathing difficult. Id.

Although the specifics are scant, plaintiff told at least some Walmart
employees that she suffered from COPD within her first few days of work.
Id. ¶ 17.
Feringa remained employed at Walmart without any glaring issues

relevant to this case until December of 2016. In that month, plaintiff
requested a leave of absence under the FMLA. DSMF ¶ 18. Apparently,
plaintiff’s doctor had told her that something was wrong with her lungs, and
she would need to be excused from work for treatment. Id. ¶¶ 18, 20.

3 Pagination Corresponds with CM/ECF.
Accordingly, Feringa requested a leave of absence from Sedgwick, an
outside company to which Walmart outsourced employee accommodation

requests. DSMF ¶¶ 18, 23. Sedgwick granted plaintiff’s accommodation
request, and granted her a leave of absence from December 1 through
December 7. Id. ¶¶ 19, 23; Dkt. 72-2, p. 124. Fortunately, plaintiff recovered
quickly, and on December 8, 2016 she returned to work with no restrictions.

DSMF ¶ 20.
Yet that would not be the last time Feringa would request
accommodations for her COPD. In May of 2018, plaintiff requested that
Walmart minimize the amount of bending she would be asked to do during

the workday and restrict the amount of weight she could be required to lift to
nine pounds or fewer beginning on May 3, 2018 and ending on May 31, 2018.
DSMF ¶ 22. Sedgwick determined that plaintiff’s job absolutely required her
to do everything that she was asking not to do, and denied her

accommodation request as a result. Id.¶ 23. As an apparently unrequested
alternative, Sedgwick approved plaintiff to take a leave of absence from May
9, 2018 until June 1, 2018. Id. ¶ 24.
Feringa once again returned from her leave of absence with no

restrictions. DSMF ¶ 25. However, at some point plaintiff spoke to the
store’s Personnel Coordinator, defendant Andrews, about her breathing
problems. Id. ¶ 26. Rather than parking in the designated employee lot
some distance away, plaintiff wanted to be able to park in the much closer
customer lot. Id. ¶¶ 26-27.

The Store Manager, the store’s ranking employee, approved Feringa’s
request to park closer to the building without asking for medical
documentation. See DSMF ¶ 27. Even so, apparently another store employee
left a note on plaintiff’s windshield telling her she could not park in the

customer lot. Id. ¶ 28. In response, plaintiff sought out and provided
paperwork signed by her doctor that restored her permission to use the closer
lot. Id.
Also in 2018, Feringa asked the assistant manager to whom she reported,

defendant McEwan, for an accommodation that would relieve her from
having to work the fryers that Walmart had set up in the deli section.
DSMF ¶ 29. According to McEwan, plaintiff said that she had asthma, but
she cannot recall whether plaintiff elaborated how the fryers would make her

asthma worse. Dkt. 72-2, pp. 185-86. McEwan apparently told plaintiff to
get an accommodation form from Andrews, fill it out, and send it to the home
office. Id. at 186. Plaintiff never did. DSMF ¶ 30. Nevertheless, another of
plaintiff’s managers allowed her to work away from the fryers if they became

so smoky that they would interfere with her breathing. Id. ¶ 31.
In the background of Feringa’s breathing-induced hardships—and
according to her in part because of them—plaintiff had some difficulties
getting to and staying at work during 2018. Obviously, frequent absence
from work is seldom a healthy sign for an employment relationship, but in

this particular case Walmart’s attendance policies lent additional gravitas to
her lapses in attendance.
More specifically, during the late stages of plaintiff’s employment,
Walmart used an “occurrence” system to track employee punctuality.

Dkt. 77-8, p. 2. Think of “occurrences” as points, with various attendance
problems counting for a different number of occurrence points. Id. For
example, arriving at work late or leaving early counts for a half point, while
calling in sick for an unauthorized reason counts for a full point. Id. When

an employee accumulates nine or more occurrence points within a rolling
six-month period, the employee is subject to termination. Id.
On February 14, 2018, plaintiff left work more than two hours early.
Dkt. 77-10, p. 1 (noting plaintiff’s attendance on February 14 as “absent early

out”); see Dkt. 77-8, p. 4 (noting that absent early out means employee
clocked out more than two hours before end of shift). According to Walmart’s
occurrence system, leaving this early generally counts for one full occurrence
point. Dkt. 77-8, p. 4. On February 21, 2018, plaintiff left work early again,

although within two hours of the end of her shift. Dkt. 77-10, p. 1. Because
plaintiff left within two hours of her shift’s end, it should only have qualified
for a half-point occurrence.4 Dkt. 77-8, p. 4.

Feringa was absent from her shift altogether on February 24 and 25, and
she did not call in before her shift to let anyone at the store know.
Dkt. 77-10, p. 1. Typically, an absence without so much as a call in counts for
four total occurrence points against the employee: one point for being absent,

and three for failing to report it ahead of time. Dkt. 77-8, p. 3. For these two
days alone, plaintiff would have received eight occurrence points, bringing
her total for February to 9.5 occurrence points when her two early departures
are included.

Concerned about losing her job, Feringa went to McEwan to ask about
removing the occurrence points from February 24 and 25. DSMF ¶ 55.
According to plaintiff, she had failed to show up to work and call in because
her husband was in the hospital over those two days. Id. McEwan removed

the occurrence penalties for plaintiff failing to call in, but left her one point
occurrences for her absences in place. See DSMF ¶ 57(noting that McEwan
removed plaintiff’s two three-point occurrences); Dkt. 77-1, Plaintiff’s
Statement of Material Facts (“PSMF”), ¶ 55 (pointing out that plaintiff still

4 None of the occurrence points plaintiff accumulated in February are reflected in Walmart’s
records, apparently because by the time it ran its attendance tracking report on plaintiff on August
29, 2018, all of plaintiff’s absences predating that report by six months had timed out. See
Dkt. 77-10, p. 1.
received two one-point occurrences for this timeframe); Dkt. 77-8, p. 3
(establishing that failing to call or appear for work counts as two absence

events totaling four points).
Thus, Feringa was again safely below nine occurrence points. However,
that tally took precious little time to grow. Plaintiff again was absent on
March 3. Dkt. 77-10, p. 1. Plaintiff attributes her absence to a severe winter

storm making it impossible for her to get to work. Dkt. 77-2 (“Pl. Aff.”), ¶ 2.
That one-point occurrence brought her occurrence score up to 4.5.
According to Andrew Schwanke (“Schwanke”), a Walmart representative,
there are times when an employee’s absence for a catastrophic weather event

can be treated as an authorized absence, which does not incur an occurrence
point. Dkt. 77-5 (“Schwanke Dep.”), pp. 2-3, 19-20. Typically, though, that
would usually only apply to employees who relied on public transportation.
Id. In any case, a manager has discretion to consider whether an

emergency-related absence should be classified authorized or not, and
managers do not frequently authorize absences for weather. Id. at 20-21, 23.
On March 13, 2018, Feringa again missed work. Dkt. 77-10, p. 2. This
counted as a full point occurrence, bringing her total to 5.5. Id. Plaintiff was

also late to work on April 23, 2018, which added another half point and
brought her up to an even six points. Id. On June 18 and July 2, 2018,
plaintiff again called in sick and missed work both days, racking up another
two points for eight total occurrence points. Id.

On July 10, Feringa again left work early, nudging her point total to 8.5.
Dkt. 72-2, p. 137. Plaintiff again left more than two hours early on July 18,
2018, which counted for a full occurrence point and brought her above nine
points to 9.5. Id. Plaintiff would call in sick on July 23, 28, and August 8,

2018, giving her a total of 12.5 occurrence points after August 8. Id.
Feringa would call in from work a final time on August 15, 2018.
DSMF ¶ 90. She did not provide a reason for calling in. Id. ¶ 91. According
to plaintiff, however, she called in because a severe rainstorm had flooded

several roads, once again making it impossible for her to get to work.
PSMF ¶ 122.
In the background of Feringa’s growing list of absences, Walmart’s policy
was not to warn associates when they were approaching the terminable nine

occurrence points. DSMF ¶ 49. However, as Schwanke testified at
deposition, before an assistant manager terminates an employee, she “should
have a discussion or review with that associate in a disciplinary session that
could lead to termination.” Schwanke Dep. 15. Schwanke further suggested

that “if there [are] no reasons” that an employee provides to excuse her
absences at that “attendance review session,” termination should follow. Id.
That session should typically occur before the session in which the plaintiff is
terminated. Id. at 33.

McEwan met with Feringa for a termination meeting on August 21, 2018.
DSMF ¶ 99. Before that meeting, the only conversation she remembered
having with plaintiff about absences was when plaintiff asked for a reduction
in her occurrence points for her husband’s hospital stay. Dkt. 77-7 (“McEwan

Dep.”), pp. 3-4. Nevertheless, and despite it being Walmart’s apparent policy
to have a disciplinary session prior to termination, plaintiff was told that she
was being terminated for her excessive absences. DSMF ¶ 100. Her
termination took effect that same day. Id. ¶ 103.

Feringa did not explain any of her absences as relating to her COPD, and
she did not ask for any of her absences to be authorized. DSMF ¶ 101.
According to plaintiff, though, all of her absences not caused by natural
disasters were caused by her COPD. Pl. Aff. ¶ 4. In fact, Walmart’s records

reflect that she listed illness/injury as the cause of six of her absences
between March 13, 2018 and August 8, 2018. Dkt. 77-10, p. 2. Plaintiff
further claims that she told a manager every time she returned to work
following an absence that she had missed work due to her breathing

problems. Pl. Aff. ¶ 5.
Feringa claims that she did not mention it to McEwan because she did not
believe that her COPD made her eligible for an authorized absence unless
she took a full leave of absence as an accommodation.5 PSMF ¶ 111. She
also contends that she was not given an opportunity to explain any of her

absences, nor had McEwan asked what had caused them. Id. ¶¶ 112-14.
However, at the close of the termination meeting, McEwan did explain to
Feringa that Walmart employs an Open Door policy. McEwan Dep. 11.
According to McEwan, that policy allows an employee to speak to a manager

or higher ranked employee to petition them to make or change a decision
about the store’s environment. Id. at 12. In other words, plaintiff could have
spoken to one of McEwan’s supervisors to request that her employment be
restored. Id. She did not. DSMF ¶ 102. All told, plaintiff was one of

fifty-eight Walmart employees fired from that store for a breach of the
attendance policy between January 1, 2017 and August 21, 2018. Id. ¶ 104.
Feringa filed her complaint alleging a bevy of discrimination claims on
June 3, 2019. Dkt. 1. Defendants moved for summary judgment in their

favor on December 30, 2020. Dkts. 72; 73. On January 27, 2021, plaintiff
responded, forsaking all of her claims against the individual
defendants: Andrews; McEwan; Sharain Murphy; and Amber Hibbard, as
well as all of her claims against Wal-Mart Stores, East, Inc. Dkt. 77, p. 14.

Plaintiff also affirmatively disavowed all of her claims except for Counts:

5 Defendants dispute that plaintiff did not know that her COPD would entitle her to authorized
absences.
(I) disability discrimination in violation of the ADA; and (V) disability
discrimination under the NYSHRL against Walmart. The Court must
therefore grant summary judgment in defendants’ favor as to the individual
defendants and Wal-Mart Stores, East, Inc., generally and on those claims
against Walmart. Whether the same fate must befall plaintiff's claims under
Counts I and V against Walmart remains an open question.
LEGAL STANDARD
Summary judgment under Rule 56 is warranted if the entirety of the
parties’ submissions show “that there is no genuine dispute as to any
material fact and the movant is entitled to judgment as a matter of law.”
Johnson v. Killian, 680 F.3d 234, 236 (2d Cir. 2012) (citing
FED. R. CIv. P. 56(a)). A fact is “material” if it “might affect the outcome of
the suit under the governing law.” Anderson v. Liberty Lobby, Inc., 477
U.S. 242, 248 (1986). And a dispute of a material fact is “genuine” if “the
evidence is such that a reasonable jury could return a verdict for the
nonmoving party.” Jd. The movant bears the burden of pointing the court to
the materials that it believes demonstrate the absence of a genuine issue of
material fact. Celotex Corp. v. Catrett, 477 U.S. 317, 323 (1986).
Additionally, a court considering a summary judgment motion “must
resolve any ambiguities and draw all inferences from the facts in a light most
favorable to the nonmoving party.” Ward v. Stewart, 286 F. Supp. 3d 321,
13

327 (N.D.N.Y. 2017) (citing Jeffreys v. City of New York, 426 F.3d 549, 553
(2d Cir. 2005)). Even so, a non-movant’s conclusory allegations without
support from record evidence are insufficient: the non-movant must “put up
or shut up.” Weinstock v. Columbia Univ., 224 F.3d 33, 41 (2d Cir. 2000). At
bottom, summary judgment tasks the Court with assessing the assembled
evidence and determining whether a reasonable factfinder could find in the
nonmovant’s favor. Treglia v. Town of Manlius, 313 F.3d 713, 719
(2d Cir. 2002).
IV. DISCUSSION
The remaining portion of Walmart’s motion for summary judgment raises
two questions. First, whether all of the remaining Walmart defendants are
properly defendants before this Court. And second, whether Feringa’s
remaining claims can survive.
A. Propriety of the Walmart Defendants
Walmart contends that Wal-Mart Stores East, LP, was Feringa’s only
employer while she worked at the store. Plaintiff disagrees, relying on the
joint employer doctrine to keep her claims against all three Walmart
defendants alive. In a joint employer relationship, “an employee, formally
employed by one entity, who has been assigned to work in circumstances that
justify the conclusion that the employee is at the same time constructively
employed by another entity, may impose liability for violations of
14

employment law on the constructive employer, on the theory that this other
entity is the employee’s joint employer.”6 Arculeo v. On-Site Sales & Mktg.,

LLC, 425 F.3d 193, 198 (2d Cir. 2005).
The test for a joint employer relationship turns on whether there is
sufficient evidence that both employers had immediate control over each
other’s employees. NLRB v. Solid Waste Servs., Inc., 38 F.3d 93, 94

(2d Cir. 1994) (per curiam). The relevant factors to assess that immediate
control include “commonality of hiring, firing, discipline, pay, insurance,
records, and supervision.” Id.
In support of her theory of a joint employer relationship among all three

Walmart entities, Feringa points to her wage notices and tax records, which
indicate that Wal-Mart Associates, Inc. and Wal-Mart Stores, Inc. also had
control over her conditions of employment, especially in terms of control over
her records and pay. Dkts. 77-18, p. 1 (tax records listing Wal-Mart

Associates, Inc. as plaintiff’s employer); 77-19, p. 2 (wage statement listing
Wal-Mart Stores, Inc. as plaintiff’s employer).
Control over records and employee pay are both essential factors to the
joint employer analysis, and thus there is a classic dispute of material fact as

to whether Wal-Mart Associates, Inc., Wal-Mart Stores, Inc., and Walmart

6 Courts in this district apply the same test to claims under the NYSHRL. See, e.g., Farmer v.
Shake Shack Enters., 473 F. Supp. 3d 309, 322-23 (S.D.N.Y. 2020) (applying joint employer doctrine
unilaterally to Title VII and NYSHRL claims in same manner described above for ADA claims).
Stores East, LP were joint employers. See NLRB, 38 F.3d at 94 (including
control over records and pay as elements of joint employer test). Accordingly,

defendants’ motion for summary judgment must be denied.
B. Disability Discrimination and Failure to Accommodate Claims
The ADA prohibits employers from “discriminat[ing] against a qualified
individual on the basis of disability . . . .” 42 U.S.C. § 12112(a). As is often

the case with statutes protecting against employment discrimination,
summary judgment motions relating to the ADA are considered through the
burden-shifting framework the Supreme Court laid out in McDonnell
Douglas Corp. v. Green, 411 U.S. 792 (1973).7 See Sista v. CDC Ixis N. Am.,

Inc., 445 F.3d 161, 169 (2d Cir. 2006) (applying framework to ADA
discrimination claim).
McDonnell Douglas analysis comes in three stages with three distinct
burdens of proof. First, the plaintiff must present evidence to support a

prima facie claim. McDonnell Douglas, 411 U.S. at 802. Second, if she
succeeds in carrying her initial burden, the burden shifts to the defendant to
demonstrate a legitimate, nondiscriminatory reason for its actions. Id.
Third, if the defendant carries its burden, the final burden is on the plaintiff

7 Plaintiff’s NYSHRL claims are examined under much the same standard. Parker v. Columbia
Pictures Indus., 204 F.3d 326, 332 n.1 (2d Cir. 2000).
to provide evidence that her employer’s proffered nondiscriminatory reason
was pretextual. Id. at 804.

Concerning Feringa’s prima facie case, there are two species of ADA
discrimination claim that she attempts to advance: classic discrimination and
failure to accommodate. For either claim, plaintiff must prove that: (1) her
employer is subject to the ADA; (2) she was disabled as the ADA defines that

term; and (3) she was otherwise qualified to perform the essential functions
of her job, with or without reasonable accommodation. Woolf v. Strada,
949 F.3d 89, 93 (2d Cir. 2020).
A plaintiff’s prima facie case for ADA discrimination and failure to

accommodate claims each also have a fourth element, but that fourth element
differs between the two styles of claim. Because Walmart has attacked the
common third element of Feringa’s qualifications to perform her job with or
without reasonable accommodation for both her discrimination and her

failure to accommodate claims, the Court will tackle the common third
element first. If plaintiff’s claims still stand after that scrutiny, the Court
will then turn to the individualized fourth and final element of each claim’s
prima facie case.

Concerning Feringa’s qualifications to perform the essential functions of
her job as a deli associate, Walmart argues that plaintiff’s excessive absences
render her unqualified and defeat her claim. In rebutting that argument,
plaintiff bears the burden of both production and persuasion “as to the
existence of some accommodation that would allow [her] to perform the

essential functions of [her] employment.” McMillan v. City of N.Y.,
711 F.3d 120, 126 (2d Cir. 2013). Although it is often the case that presence
during specific hours is an essential function of a job, the mere fact that an
employee cannot abide by an employer’s schedule is not by itself enough to

render the employee unqualified to perform the essential functions of her job.
Id. at 126-27 (reversing grant of summary judgment where district court
solely relied on plaintiff’s inability to adhere to schedule to declare plaintiff
per se unqualified).

Although Walmart is certainly correct that attendance at work is an
essential function of Feringa’s job, she has nevertheless made a sufficient
showing to raise a jury question as to whether her absences were so
pronounced as to render her unqualified.

Feringa’s absences were not constant, nor were they chronic. To be sure,
they were more frequent than Walmart would have permitted for a
non-disabled employee, but they were not so frequent as to amount to her
being unqualified for her position as a matter of law. In fact, Walmart’s own

attendance policies evince this, because those policies explicitly allow for a
disabled employee to have absences excused—and thus not counted as
occurrences—as an accommodation for her disability. Dkt. 77-8, p. 2 (noting
that “reasonable accommodation” qualifies as authorized absence). As a
result, a reasonable juror could conclude that the occasional authorized

absence for plaintiff’s COPD would be a reasonable accommodation that
would make plaintiff qualified to perform the essential functions of her job.
See McMillan, 711 F.3d at 127 (holding that “reasonable juror could find that
arriving [at work at] specific time was not” essential function).

Walmart nevertheless cites to several cases that it claims reach the
opposite conclusion, but those cases all involved disabilities so severe that
they necessitated extended leaves of absence, not periodic missed days due to
illness. For example, in Frantti v. New York, this Court found the plaintiff

incapable of performing his job with or without accommodation because he
left work in January of 2016 and did not return until he resigned on July 11,
2016. 414 F. Supp. 3d 257, 281-82 (N.D.N.Y. 2019). Similarly, the plaintiff
in Davis v. Bowes was absent from work for a full six months prior to

experiencing the discriminatory acts of which she complained.
1997 WL 655935, at *16 (Oct. 20, 1997).
All that is to say that while it is of course true that an ability to be present
at work at all can make a person unqualified for their job, Bowes,

1997 WL 655935, at *16, and it is also true that the ADA does not require
employers to tolerate chronic absenteeism, Lewis v. N.Y. City Police Dep’t,
908 F. Supp. 2d 313, 327 (E.D.N.Y. 2012), this case does not run afoul of
either principle.

Of course, it is possible that authorizing Feringa’s absences would have
involved undue hardship, in which case that accommodation would not have
been reasonable. See Lovejoy-Wilson v. NOCO Motor Fuel, Inc., 263 F.3d 208,
221 (2d Cir. 2001) (noting that defendant can escape liability by proving that

accommodating plaintiff would involve undue hardship).
To prove that hardship, Walmart could have supplied evidence and
testimony to rebut the reasonableness of Feringa’s request for authorized
absences as an accommodation. It could have pointed to the hardship to its

managers and plaintiff’s coworkers caused by the uncertainty of her schedule.
But Walmart provided no such evidence, and instead relied only on the
abstract principle that attendance is an essential function of employment.
That cannot be enough, especially not when Walmart facially recognizes that

plaintiff’s request for her absences to be authorized can constitute a
reasonable accommodation. See McMillan, 711 F.3d at 126-27; Dkt. 77-8,
p. 2.
On the other hand, Feringa has provided evidence that she apparently

worked in her role as a deli associate up until the time of her termination.
DSMF ¶ 103. Walmart has in no way attacked her ability to work in that
role due to her COPD, and plaintiff has therefore adequately proven the third
element of her disability discrimination claim under either theory she
advances. Because Walmart’s attack on plaintiff’s qualifications to perform

her job with reasonable accommodation has failed as to both her
discrimination and failure to accommodate claims, the Court will address the
fourth element for her prima facie discrimination and failure to accommodate
claims individually.

1. Discrimination
For a discrimination claim, the fourth element of a prima facie case
requires the plaintiff to prove that she “suffered [an] adverse employment
action because of h[er] disability.” Woolf, 949 F.3d at 93.

An “adverse employment action” must be causally connected to the
plaintiff’s disability, which means the plaintiff must show that the action
“took place under circumstances giving rise to an inference of discrimination.”
Davis v. N.Y. City Dep’t of Educ., 804 F.3d 231, 235 (2d Cir. 2015). The

plaintiff must ultimately prove that her disability was the but-for cause of
her adverse employment action. Natofsky v. City of N.Y., 921 F.3d 337, 348
(2d Cir. 2019).
Walmart principally argues that Feringa has failed to prove that the act

of discrimination she alleges—namely her termination—was caused by her
disability.8 That argument must be rejected. According to plaintiff, several
of her absences were caused by her COPD, and her absences unquestionably

caused her termination. Pl. Aff. ¶ 4; DSMF ¶ 100. Cause and effect does not
get much more straightforward than that. Thus, plaintiff has met her first
burden and established a prima facie case of discrimination under the ADA
and NYSHRL.

As Walmart correctly notes, however, it has itself carried its burden at the
second stage of the McDonnell Douglas analysis by supplying a legitimate,
nondiscriminatory reason for letting plaintiff go. 411 U.S. at 802. More
specifically, Walmart has pointed to an attendance policy that it uniformly

employs and upon which plaintiff ran aground. Dkt. 77-8, pp. 2-3. Walmart
of course has every right to terminate employees in accordance with its
attendance policies, and the Court is satisfied that this evidence carries
Walmart’s burden.

Accordingly, Walmart’s motion ultimately turns on whether Feringa has
adequately proven pretext. The question is a close one. In Walmart’s favor,
within a rough two-year period prior to plaintiff’s termination, it terminated
fifty-seven similarly situated employees at the same store plaintiff worked in

8 The parties do not dispute that a termination is an adverse employment action.
for violations of the same policy. DSMF ¶ 104. That consistent deployment
of the policy plaintiff ran into provides substantial evidence of legitimacy.

In turn, Feringa has two arguments that she relies on to prove pretext.
First, plaintiff points to the fact that she was never given an opportunity to
explain her absences prior to being terminated. DSMF ¶ 101;
PSMF ¶¶ 112-14. In a vacuum, that is not necessarily evidence of pretext,

but the unique circumstances of this case give the Court pause. Apparently,
it is Walmart’s policy to have a meeting to give an employee an opportunity
to explain her absences, but plaintiff was not given any such meeting.
Schwanke Dep. 15, PSMF ¶¶ 112-14. A reasonable jury could therefore

conclude that McEwan anticipated that plaintiff would pin at least some of
her absences on her breathing problems and decided to cut her opportunity to
do so out at the knees.
That argument may seem to have a somewhat speculative flavor to it, but

in this case that speculation is not as wild as it would otherwise be. To begin,
McEwan was clearly aware that Feringa’s breathing problems might have
had a hand in her absences, because plaintiff had told her about them in the
context of needing an accommodation. DSMF ¶ 29. Andrews and the Store

Manager similarly had notice of plaintiff’s difficulty breathing through her
request to park at the customer lot. DSMF ¶¶ 26-28. And once again,
Walmart allows absences to be authorized as a reasonable accommodation.
Dkt. 77-8, p. 2.

Under these facts, a jury would be within its rights to determine that
Feringa was denied her attendance review meeting because her employer
anticipated that her breathing problems, which amounted to a disability and
which her managers knew about, caused her absences. If plaintiff had been

given her attendance review meeting and had identified her COPD as the
cause of her absences, it would have become much more difficult to justify
firing plaintiff instead of authorizing those absences based on her disability,
which by Walmart’s policies would be at least one of the proper methods of

resolving them. Dkt. 77-8, p. 2. A reasonable juror could conclude based on
those evidentiary inferences that Walmart did not want to have to
accommodate plaintiff’s absences, so it denied her the opportunity to justify
them.

Second, Feringa can relatedly argue that because Walmart had been put
on notice of her breathing difficulties and had accommodated her in the past,
Walmart failed in its obligation to engage in an interactive process with her
to come up with a reasonable accommodation. To that end, if an employee

proposes an accommodation, employer and employee are supposed to engage
in an “interactive process” together to determine whether the employee’s
disability could be reasonably accommodated, and how that accommodation
could be managed. Brady v. Wal-Mart Stores, Inc., 531 F.3d 127, 135
(2d Cir. 2008).

Although an employer’s failure to participate in that process does not by
itself present a plaintiff with a claim, it is nevertheless evidence of disability
discrimination. Sheng v. M&TBank Corp., 848 F.3d 78, 86-87 (2d Cir. 2017).
However, courts routinely note that identifying the cause of a breakdown in

the interactive process is usually a “fact-sensitive and case-by-case inquiry
into the good faith and reasonable efforts of the parties in light of the
complete set of circumstances.” Quadir v. N.Y. State Dep’t of Labor,
39 F. Supp. 3d 528, 540 (S.D.N.Y. 2014).

In a nutshell, then, if Feringa can successfully prove that it was Walmart’s
fault that the accommodation process broke down, that would also provide
evidence that it discriminated against her on the basis of disability.
Conversely, if Walmart can prove that plaintiff abdicated her responsibility

to participate in the interactive process, that would undermine plaintiff’s
hopes of sustaining her discrimination claim.
Both parties have evidence to support their theory. In Walmart’s favor, it
correctly notes that Feringa clearly knew how the accommodation process

worked, because she had successfully requested accommodations for her
COPD before. DSMF ¶ 18 (plaintiff taking COPD leave of absence in
December of 2016); see also id. ¶¶ 22-24 (plaintiff requesting weight and
bending restrictions and being given leave of absence from May 9, 2018 until
June 1, 2018).

Feringa also clearly understood that she had an obligation to monitor her
absence occurrences, and had previously requested that they be reduced
when she thought she had a qualifying reason. DSMF ¶¶ 55, 57 (plaintiff
notifying McEwan that she had needed to be absent because her husband

was in the hospital and McEwan reducing her occurrence points accordingly).
That evidence would suggest that plaintiff knew that her occurrence points
were over the permitted limit, knew how to talk to her managers to reduce
those points, knew how to otherwise ask for accommodations for her COPD,

and still simply allowed those numbers to sit, giving Walmart license to
terminate her.
On the other hand, McEwan’s failure to have a meeting with Feringa to
give her an opportunity to discuss her absences could also be read to reflect

Walmart abdicating its responsibility to engage in an interactive
accommodation process. DSMF ¶ 101; PSMF ¶¶ 112-14. If a jury were to
find that Walmart failed to give plaintiff a chance to explain her absences
and cut to silence on any possibility of negotiating a means of accommodating

her, that jury could justifiably come to the conclusion that Walmart used its
policy as an excuse to terminate her when in actuality it did not want to try
to find a way to work around plaintiff’s COPD. In further support of
Walmart’s culpability for the breakdown in the interactive process is
plaintiff’s claim that she told her managers that her COPD was causing her

absences. Pl. Aff. ¶ 5. Plaintiff also attempts to mitigate her own culpability
by claiming that she simply did not know that her COPD-related absences
could be authorized as an accommodation. Id. ¶ 6.
A reasonable juror could conclude that Walmart’s complete silence and

denial of any opportunity to actually explain Feringa’s absences was a
greater failing than her failures to be more direct about looking for a way to
manage her COPD. Or a juror could find that plaintiff’s foreknowledge about
how Walmart’s attendance and accommodation policies worked make

plaintiff the culpable one. Because a reasonable juror could conclude in
either party’s favor on the issue of the breakdown in the interactive process,
it is not the Court’s place to make an affirmative ruling. But it does not need
to. Rather, the fact that a jury could consider Walmart culpable for the

interactive process breaking down means that a jury similarly could find
even more support for plaintiff than the record allows at this moment.
All together, the combination of Walmart’s denying Feringa a meeting to
explain her absences and its potential culpability in the breakdown of the

interactive process would allow a reasonable jury to conclude that its
attendance policy was used pretextually to avoid working with plaintiff to
come up with an accommodation. Plaintiff has therefore met her final
burden in the McDonnell Douglas framework, and Walmart’s motion for
summary judgment must be denied.

2. Failure to Accommodate
To a certain extent, Feringa’s success in sustaining her discrimination
claims bleeds over to bolster her failure to accommodate claims. Remember,
the first three elements of both claims are the same, so only the fourth

element of plaintiff’s failure to accommodate claim remains for examination.
Woolf, 949 F.3d at 93. To the point, a failure to accommodate plaintiff must
prove, predictably, that the employer refused to make a reasonable
accommodation for the plaintiff’s disability. Id.

A reasonable accommodation includes “[m]odifications or adjustments to
the work environment, or to the manner or circumstances under which the
position held or desired is customarily performed, that enable an individual
with a disability who is qualified to perform the essential functions of that

position[.]” 29 C.F.R. § 1630.2(o)(1)(ii).
But keep in mind that an employer need not accommodate a plaintiff if it
can prove that her accommodation requests would impose an undue
hardship. See Lovejoy-Wilson, 263 F.3d at 221. Accordingly, an

accommodation need not be perfect, or exactly what plaintiff was looking for,
nor can it eliminate an essential function of a job. Frantti, 414 F. Supp. 3d at
286.
Feringa alleges that Walmart failed to accommodate her by classifying at
least some of her COPD-related absences as “authorized” and therefore not

charging her an occurrence point. See PSMF ¶ 116 (noting that “Walmart
allows . . . managers . . . to authorize absences as a reasonable
accommodation”). Because plaintiff has evidence both that her COPD caused
some of her absences and that those absences were never classified as

authorized, she has successfully established a prima facie case for her failure
to accommodate claims. Pl. Aff. ¶ 4; Dkt. 72-2, pp. 185-86.
Of course, Walmart has nevertheless once again adequately proven a
nondiscriminatory reason for not deeming Feringa’s absences authorized.

Namely, Walmart has correctly pointed out that plaintiff never actually
asked for her COPD-related absences to be authorized, or even told Walmart
that her COPD caused those absences in the first place. DSMF ¶ 101.
Especially because plaintiff had previously demonstrated a working

knowledge of how to get an absence excused, that evidence satisfies
defendant’s burden of a nondiscriminatory basis for its conduct. Id. ¶ 57;
Dkt. 77-10, p. 1 (demonstrating “no call” occurrence points for plaintiff’s
absences relating to her husband’s hospital stay being removed).

To prove pretext Feringa again relies on Walmart’s failure to ever ask her
why she was absent, even though she flagged her absences as caused by
illness. Pl. Aff. ¶ 4; Dkt. 77-10, p. 2 (noting that plaintiff listed illness/injury
as cause for absence for six absences between March 13, 2018 and August 8,
2018). She also claims that she told a manager every time that she returned

to work from an illness-caused absence that her COPD was to blame.
Pl. Aff. ¶ 5. In other words, she argues that Walmart had notice that her
disability was the root of the problem and did nothing to address that with
her.

If this debate looks an awful lot like the disputes concerning the parties’
relative culpability for the breakdown in the interactive process above, that is
because it is. After all, many courts in this district, including the Second
Circuit (albeit in a non-binding summary order), have held that a plaintiff

cannot recover on a failure to accommodate claim if she herself was
responsible for a breakdown in the interactive process. Nugent v. St.
Lukes-Roosevelt Hosp. Ctr., 303 F. App’x 943, 946 (2d Cir. 2008).9
Accordingly, Feringa’s culpability relative to Walmart in the breakdown of

the interactive process is an essential question in resolving plaintiff’s failure
to accommodate claims.
And so, the parties each point the finger at the other and ask the Court to
decide whether Feringa did enough to put Walmart on notice that she was in

need of accommodation. Once again, the Court is not equipped to resolve

9 Courts have held the same for the NYSHRL. Strong v. Fernandez, 133 N.Y.S.3d 377, 380-81
(Sup. Ct. 4th Dep’t 2020).
that question on summary judgment. Such a “fact-sensitive” inquiry is
properly the province of the jury, and Walmart’s motion for summary
judgment must be denied as to plaintiff's failure to accommodate claims as
well. See, e.g., Quadir, 39 F. Supp. 3d at 540.
V. CONCLUSION
At the end of the day, the parties’ disputes in this case boil down to an
argument so classic that the word “trope” does not adequately capture its
well-worn track. Walmart sounds a resolute “you never told me.” Feringa
retorts “you never asked.” The dispute may be a minor one. But the question
of whether plaintiff or Walmart should bear the cost of their mutual
breakdown in communication is not one that the Court can resolve on the

papers. Accordingly, Walmart’s motion for summary judgment must be
denied to the extent it sought dismissal of plaintiff's ADA and NYSHRL
disability discrimination and failure to accommodate claims. However, the
remaining defendants—as well as all of plaintiffs other claims against
Walmart—must be dismissed, as plaintiff herself acknowledges.
Therefore, it is
ORDERED that
1. The summary judgment motions of defendants LouAnn Andrews,
Sharain Murphy, Amber Hibbard, Stephanie McEwan, John Does 1-10,
and Walmart Stores East, Inc, are GRANTED;
31

2. Defendants LouAnn Andrews, Sharain Murphy, Amber Hibbard,
Stephanie McEwan, John Does 1-10, and Walmart Stores East, Inc, are

DISMISSED;
3. The summary judgment motions of defendants Wal-Mart Inc.,
Wal-Mart Stores East, LP, and Wal-Mart Associates, Inc. are
GRANTED IN PART and DENIED IN PART;

4. Plaintiff Irene Feringa’s claims under Counts: (II) FMLA
discrimination; (III) age discrimination under the Age Discrimination
in Employment Act; (IV) ADA retaliation; (VI) age discrimination
under the NYSHRL; (VII) hostile work environment under the

NYSHRL; (VIII) NYSHRL retaliation; (IX) aiding and abetting
forbidden acts under the NYSHRL; (X) negligent hiring, supervision,
and retention of employees; and (XI) intentional infliction of emotional
distress, are DISMISSED; and

5. Plaintiff Irene Feringa’s claims under Counts: (I) ADA discrimination;
and (V) disability discrimination under the NYSHRL against
defendants Wal-Mart Inc., Wal-Mart Stores East, LP, and Wal-Mart
Associates, Inc. survive for trial.

IT IS SO ORDERED.
Dated: May 20, 2021 David N {Hurd
Utica, New York. U.S. District Judge

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Source: Frix Law Library, https://www.frixlaw.com/law-library/cases/10313799. Public record. Not legal advice.