In this employment case, Reyes maintained that Texas Health & Human Services (HHSC) terminating her in retaliation for requesting a modified hours to accommodate her disabled daughter’s therapy, thereby violating the Family and Medical Leave Act (FMLA). Id. at 2. The District Court found that HHSC “established a legitimate, non-discriminatory reason for the termination and Ms. Reyes . . . ha[d] failed to produce evidence of pretext or of discriminatory intent.” Id. at 6; see also id. at 7-10. Therefore, the District Court granted HHSC’s motion for summary judgment. Id. at 10.
