Peninsula Regional Med. Ctr. v. Adkins

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Adkins started working at PRMC in 2005, delivering and organizing supplies. In April 2011, Adkins went to PRMC’s emergency room after experiencing pain. Adkins was diagnosed with a tear in the joint of her hip and a deformation in her hip socket. She scheduled surgery and completed paperwork under the Family and Medical Leave Act, 29 U.S.C. 2612, stating that she would return to work in October 2011. PRMC approved Adkins’s leave, explaining that her 12-week FMLA leave would expire on November 17, 2011, After surgery, Adkins’s pain intensified. Doctors advised that recovery could take up to a year. On November 7, 2011, Adkins returned to work, stating that she was still in pain and would be unable to fulfill her job responsibilities that day. An “Employee Charting Note” states that “[a]ll parties” agreed that Adkins could not return to work; that Adkins had “been educated on FMLA and to start looking at job postings,” and that Adkins reported having applied for a position. PRMC granted a 14-week extension, after which Adkins was terminated. Adkins unsuccessfully applied to positions. The trial court rejected her suit under the Maryland Fair Employment Practices Act, Code 20-601 on summary judgment. The Court of Appeals reversed, finding disputes of material fact with respect to whether: Adkins was qualified to perform the essential functions of a specific job with or without a reasonable accommodation, and whether Adkins was terminated because of her disability. View "Peninsula Regional Med. Ctr. v. Adkins" on Justia Law