Reeder v. NPC International, Inc.

On October 10, 2018, the U.S. District Court for the District of Kansas issued a decision in Reeder v. NPC International, Inc. Plaintiff Ruth Reeder, a former employee of NPC International—a large franchisee operating Pizza Hut and Wendy's restaurants—sued the company for violating the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA). Reeder alleged that NPC failed to accommodate her disabilities, terminated her employment because of her disability, and retaliated against her for taking FMLA leave. NPC moved for summary judgment, arguing that Reeder could not prove essential elements of her claims. The court granted NPC's motion on the failure-to-accommodate claim but allowed the disability discrimination and FMLA interference and retaliation claims to proceed. The case underscores the legal standards for disability accommodation and leave protections in the franchise industry.

The court granted summary judgment in favor of NPC International on the ADA reasonable accommodation claim, but denied summary judgment on the ADA disability discrimination claim and the FMLA interference and retaliation claims, allowing those claims to proceed toward trial.

Whether NPC International failed to engage in the interactive process and provide reasonable accommodation for Reeder's disabilities; whether her termination was motivated by disability discrimination; and whether NPC interfered with her FMLA rights and retaliated against her for taking protected medical leave.

The case illustrates the evidentiary burdens in ADA and FMLA litigation against large franchise employers and reinforces the importance of the interactive process and consistent leave policies. It serves as a cautionary example for franchise operators regarding compliance with federal employment protections.