Labor & Employment Law Daily Wrap Up, LITIGATION NEWS, TRENDS—New FMLA, ADA lawsuits worth noting, (Oct 30, 2025)

By Jonathan Anderson

Employers facing new lawsuits by employees include a hospital in Florida, an automotive part manufacturer in Illinois, and an internet service provider in Georgia.

In Voltaire v. C/HCA, Inc., Case No. 1:25-cv-24910-KMM, filed in the Southern District of Florida on Oct. 24, 2025, the plaintiff, a registered nurse, alleged FMLA interference and retaliation against her former employer, a hospital. The nurse alleged that she was diagnosed with vertigo and had obtained intermittent FMLA leave from her employer. However, the complaint alleged that despite the approved FMLA leave, the employer terminated the nurse’s employment during the approved leave period. The complaint sought a declaratory judgment that the employer violated the FMLA along with reinstatement, back pay, compensatory damages, and attorney’s fees.

In Easton v. Mattoon Precision Manufacturing, Inc. et al., Case No. 1:25-cv-01438-CSB-EIL, filed in the Central District of Illinois on Oct. 23, 2025, the plaintiff, a former employee of the defendant, an automotive part manufacturer, alleged FMLA interference and retaliation. The employee, who worked as a CVT operator, alleged that after he took intermittent leave for chronic liver disease, the employer disciplined and terminated him for protected absences that occurred because of complications from his medical condition. Following his termination, the employee filed a complaint with the Department of Labor, which investigated and found that the employer had committed multiple FMLA violations. The complaint sought a declaration that defendants violated the FMLA in addition to lost wages and benefits, damages, liquidated relief, and attorney’s fees.

In Anders v. Clearwave Fiber, LLC, Case No. 4:25-cv-00255-LGW-BWC, filed in the Southern District of Georgia on Oct. 24, 2025, the plaintiff, a former employee who worked in the Sales and Retention office of the defendant, an internet service provider, alleged FMLA interference and retaliation and ADA disability discrimination and retaliation. The employee, who was diagnosed with extreme anxiety and depression, alleged that after informing his employer of his intent to apply for intermittent FMLA leave, supervisors treated him differently, namely by diverting calls and excluding him from meetings. After the employee raised concerns multiple times with human resources, he alleged that his supervisors issued disciplinary action for performance issues. He alleged that prior to seeking FMLA leave, his supervisors had never counseled or notified him of any work performance issues. His employment was later terminated. The employee sought a declaration that employer violated his rights, in addition to general damages for mental and emotional suffering, punitive damages, special and/or liquidated damages for lost wages and benefits, reinstatement, and attorney’s fees.

Companies: C/HCA, Inc.; Mattoon Precision Manufacturing, Inc.; Clearwave Fiber, LLC

News: LitigationNewsTrends EmployeeLeave DisabilityDiscrimination Discrimination Retaliation RemediesDamages