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Rengan v. FX Direct Dealer, LLC

United States District Court, S.D. New York

August 4, 2017

BHAVANI RENGAN, Plaintiff,
v.
FX DIRECT DEALER, LLC, Defendant.

          OPINION AND ORDER

          JOHN G. KOELTL, District Judge

         Bhavani Rengan was employed by the defendant FX Direct Dealer LLC (“FXDD”) as an Oracle Technical Analyst from January 2007 through April 2015. Rengan brought this action for interference with her rights under the Family Medical Leave Act (“FMLA”), 29 U.S.C. §§ 2601 et seq., after being terminated by the defendant while on leave following the birth of her second child.

         Both parties now move for summary judgment on the sole count in the Complaint. For the reasons explained below, neither party is entitled to judgment as a matter of law, and the motions are therefore denied.

         I.

         The standard for granting summary judgment is well established. “The court shall grant summary judgment if the movant shows that there is no genuine dispute as to any material fact and the movant is entitled to judgment as a matter of law.” Fed.R.Civ.P. 56(a); see also Celotex Corp. v. Catrett, 477 U.S. 317, 322 (1986). “[T]he trial court's task at the summary judgment motion stage of the litigation is carefully limited to discerning whether there are any genuine issues of material fact to be tried, not to deciding them. Its duty, in short, is confined at this point to issue-finding; it does not extend to issue-resolution.” Gallo v. Prudential Residential Servs. Ltd. P'ship, 22 F.3d 1219, 1224 (2d Cir. 1994). The moving party bears the initial burden of “informing the district court of the basis for its motion” and identifying the matter that “it believes demonstrate[s] the absence of a genuine issue of material fact.” Celotex, 477 U.S. at 323. The substantive law governing the case will identify the material facts and “[o]nly disputes over facts that might affect the outcome of the suit under the governing law will properly preclude the entry of summary judgment.” Anderson v. Liberty Lobby, Inc., 477 U.S. 242, 248 (1986).

         In determining whether summary judgment is appropriate, the Court must resolve all ambiguities and draw all reasonable inferences against the moving party. See Matsushita Elec. Indus. Co. v. Zenith Radio Corp., 475 U.S. 574, 587 (1986) (citing United States v. Diebold, Inc., 369 U.S. 654, 655 (1962)); see also Gallo, 22 F.3d at 1223. Summary judgment is improper if there is any evidence in the record from any source from which a reasonable inference could be drawn in favor of the non-moving party. See Chambers v. TRM Copy Ctrs. Corp., 43 F.3d 29, 37 (2d Cir. 1994).

         II.

         The following facts are undisputed unless otherwise noted.

         The plaintiff began working for FXDD as an Oracle Technical Analyst in January 2007. FXDD Resp. to Rengan 56.1 Stmt. ¶ 1.

         Throughout her tenure at FXDD, the plaintiff's job performance was consistently excellent. Id. ¶ 5. The plaintiff received an Employee Handbook once on February 5, 2007, and again on November 23, 2007. FXDD 56.1 Stmt. ¶ 3; Regnan Resp. to FXDD 56.1 Stmt. ¶ 3; Klassen Aff. in Supp. Ex. C. That Handbook contains a section titled “Family and Medical Leave” which provides, as relevant here:

As required by the Family and Medical Leave Act of 1993, FXDD will grant 12 weeks of unpaid leave per 12-month period to employees who have completed one year of service and who have worked at least 1, 250 hours in the last 12 months. . . . Leave may be taken for the following reasons:
• The birth of a son or daughter . . .

         Klassen Aff. in Supp. Ex. B at 23-24. That section also requires employees “[w]henever possible, [to provide] at least 30 days' notice” prior to leave to be taken for the birth of a child, and requires certification of the need for leave. Id. at 24. The Handbook also contains a separate section entitled “Maternity Leave Policy, ” which provides:

Maternity leave will be treated in the same manner as any other disability leave. Please see the Human Resources Manager for a ...

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