Generalized Statements Were Insufficient to Show Discriminatory Intent

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​An employer’s termination of an employee for violating policy after receiving prior discipline was enough to establish a legitimate nondiscriminatory reason for discharge, according to the 8th U.S. Circuit Court of Appeals.

The plaintiff worked as a private fleet safety manager for the employer in Iowa. In January 2016, the plaintiff was issued a third written warning after he disclosed an employee’s medical condition during a training session. This meant the plaintiff could be f

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