Masterbrand cabinets. Great place to work Kemp v. Masterbrand Cabinets:Employee worked for Masterbrand as a temp from October 2003 until May of 2004. Employee then became employed by Masterbrand in May, 2004, as a material specialist, and worked the second shift from 3:15 p.m. until 11:45 p.m., Monday through Friday. Employee had performance reviews at thirty (30) and ninety (90) days, in which her supervisor, Linda Durrett, rated Employee strong or good in every category of her evaluation. On or about November 2004, Employee became pregnant. Around January 6, 2005, Employee’s doctor put Employee under lifting restrictions of less than 30lbs. The Employee gave her boss a copy of the doctor’s note. Between the time that the company became aware of Employee’s pregnancy, on or about January 6, 2005, and March 18, 2005, Employee claimed she was subjected to discrimination by her supervisor, Ms. Durrett. Ms. Durrett tried to get Employee to leave early on March 12, 2005, so that the company would have “grounds” to terminate Employee. After this scheme failed, Durrett terminated Employee on March 22, 2005 when Employee left on time. The company’s reason for Employee’s termination was Employee had not checked out with her supervisor prior to leaving at the end of her shift. Employee contended that the company conspired to terminate her because she had opposed the pregnancy discrimination in the workplace. Employee brought this action for pregnancy discrimination, retaliation for opposing pregnancy discrimination and wrongful discharge. Injuries: Economic damages only. Specials: Lost Wages $24,200; General Damages $18,000.
Posted on: Wed, 24 Jul 2013 23:48:20 +0000