Olson v. Takeda Pharmaceuticals America, Inc. et al
Filing
81
ORDER: "Defendant's Motion for Summary Judgment" (Doc. 77) is granted. The Clerk is directed to enter summary judgment in favor of Defendant Takeda Pharmaceuticals America, Inc., and against Plaintiff Shannon Olson, on Counts I, IV, and V of the third amended complaint. Following the entry of judgment, the Clerk is directed to terminate any pending motions and deadlines, and thereafter close this case. See Order for details. Signed by Judge Thomas P. Barber on 1/29/2025. (ANL)
UNITED STATES DISTRICT COURT
MIDDLE DISTRICT OF FLORIDA
TAMPA DIVISION
SHANNON OLSON,
Plaintiff,
v.
Case No. 8:23-cv-590-TPB-CPT
TAKEDA PHARMACEUTICALS
AMERICA, INC., et al.,
Defendants.
_________________________________/
ORDER GRANTING “DEFENDANT’S MOTION FOR SUMMARY JUDGMENT”
This matter is before the Court on “Defendant’s Motion for Summary
Judgment,” filed on September 27, 2024. (Doc. 77). Plaintiff Shannon Olson did not
file a response in opposition, and the time to do so has long expired. 1 After reviewing
the motion, court file, and the record, the Court finds as follows:
Background
For over twenty-three years, Plaintiff Shannon Olson, a Caucasian female, has
worked as a pharmaceutical sales representative for Defendant Takeda
Pharmaceuticals America, Inc., in the Jacksonville district’s neuroscience division.
During her career, it appears that Plaintiff was a star employee, receiving positive
evaluations and awards. According to Plaintiff, she began to experience severe
misconduct and discrimination when Defendant Jodi Gayle-Garcia became her
manager and direct supervisor. Plaintiff’s lengthy complaint details numerous
1 Plaintiff’s response was due on or before November 1, 2024.
Page 1 of 17
See (Docs. 78; 79).
grievances against her employer and supervisors that she believes demonstrate
harassment, discrimination, and disparate treatment based on Plaintiff’s race and
disability.
On March 15, 2023, Plaintiff filed this lawsuit. In the operative third amended
complaint, Plaintiff asserted five claims for relief: disparate treatment (race) under
Title VII (Count I), religious discrimination under Title VII (Count II), religious
discrimination under the Florida Civil Rights Act (“FCRA”) (Count III), disability
discrimination under the Americans with Disabilities Act (“ADA”) (Count IV), and
disability discrimination under the FCRA (Count V). (Doc. 56). The Court dismissed
with prejudice Counts II and III pursuant to Plaintiff’s stipulation. (Doc. 62).
Legal Standard
Summary judgment is appropriate “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). A properly supported motion for summary
judgment is only defeated by the existence of a genuine issue of material fact.
Anderson v. Liberty Lobby, Inc., 477 U.S. 242, 249 (1986).
The moving party bears the initial burden of showing that there are no genuine
issues of material fact. Hickson Corp. v. N. Crossarm Co., 357 F.3d 1256, 1260 (11th
Cir. 2004). When the moving party has discharged its burden, the nonmoving party
must then designate specific facts showing the existence of genuine issues of material
fact. Jeffery v. Sarasota White Sox, Inc., 64 F.3d 590, 593-94 (11th Cir. 1995). If there
is a conflict between the parties’ allegations or evidence, the nonmoving party’s
evidence is presumed to be true and all reasonable inferences must be drawn in the
Page 2 of 17
nonmoving party’s favor. Shotz v. City of Plantation, 344 F.3d 1161, 1164 (11th Cir.
2003).
Analysis
General Framework for Employment Discrimination Claims
In the operative third amended complaint, Plaintiff asserts claims based on
both racial and disability discrimination. Title VII prohibits an employer from
discriminating against individuals with respect to compensation, terms, conditions, or
privileges of employment because of their race. 42 U.S.C. § 2000e-2(a)(1). Prohibited
discrimination includes taking tangible adverse employment actions, such as hiring,
firing, and failing to promote. See, e.g., Carter v. Cellco P'ship, No. 8:15-cv-1033-T17EAJ, 2016 WL 8981056, at *4 (M.D. Fla. Mar. 23, 2016). In a Title VII
discrimination case, a plaintiff is not required to demonstrate a “significant” or
“serious” adverse employment action. Muldrow v. City of St. Louis, 601 U.S. 346, 350,
353 (2024). But a plaintiff must establish the employer’s actions “brought about some
disadvantageous change in an employment term or condition.” Id. at 354 (internal
quotation omitted).
The ADA prohibits an employer from “discriminat[ing] against a qualified
individual on the basis of disability in regard to job applications, procedures, the
hiring, advancement, or discharge of employees, employee compensation, job training,
and other terms, conditions and privileges of employment.” 42 U.S.C. § 12112(a).
Similarly, the FCRA prohibits an employer from discriminating against an employee
because of her disability. § 760.10, F.S. Because the FCRA is modeled on the ADA,
FCRA disability discrimination claims are analyzed using the ADA framework. Holly
Page 3 of 17
v. Clairson Industries, L.L.C., 492 F.3d 1247, 1255 (11th Cir. 2007) (citing D’Angelo v.
ConAgra Foods, Inc., 422 F.3d 1220, 1224 n.2 (11th Cir. 2005)).
A plaintiff can prove discrimination through either direct or circumstantial
evidence. Plaintiff does not assert or present any direct evidence of discrimination in
this case. The Court must therefore consider whether Plaintiff “has put forward
enough [circumstantial] evidence for a reasonable jury to conclude that illegal
discrimination occurred.” McCreight v. AuburnBank, 117 F.4th 1322, 1334 (11th Cir.
2024). Courts considering circumstantial evidence may consider whether a plaintiff
can survive summary judgment using the McDonnell Douglas framework or the
convincing mosaic approach, although both approaches are ultimately “the ordinary
summary judgment standard.” See id. at 1335.
The McDonnell Douglas framework requires a plaintiff to establish a prima
facie case of discrimination. Id. (citing Lewis v. City of Union City, 918 F.3d 1213,
1220 (11th Cir. 2019) (en banc)). After this burden is satisfied, “the employer must
articulate a legitimate, nondiscriminatory reason for its adverse employment action,”
and if so, the burden again shifts for the plaintiff to “show that the employer’s reason
is pretext for unlawful discrimination.” Id. To establish a prima facie case of
disparate treatment, Plaintiff must show that “(1)[s]he is a member of a protected
class; (2) [s]he was subjected to an adverse employment action; (3) [her] employer
treated similarly situated employees who were not members of the plaintiff’s class
more favorably; and (4) [s]he was qualified for the job or benefit at issue.” Cooper v.
Jefferson Cty. Coroner & Med. Examiner Office, 861 F. App’x 753, 756 (11th Cir. 2021).
Page 4 of 17
As an alternative to the McDonnell Douglas approach, the Eleventh Circuit
allows a plaintiff to avoid summary judgment by presenting a “convincing mosaic of
circumstantial evidence that would allow the jury to infer intentional discrimination
by the decisionmaker.” Smith v. Lockheed-Martin Corp., 644 F.3d 1321, 1328 (11th
Cir. 2011) (internal quotation and footnote omitted). A “convincing mosaic” may be
shown by evidence that demonstrates “(1) suspicious timing, ambiguous statements . .
. and other bits and pieces from which an inference of discriminatory intent might be
drawn, (2) systematically better treatment of similarly situated employees, and (3)
that the employer's justification is pretextual.” Lewis v. City of Union City, Ga., 934
F.3d 1169, 1185 (11th Cir. 2019) (internal quotation omitted). The convincing mosaic
approach “is a metaphor, not a legal test and not a framework.” Id. (citing Berry v.
Crestwood Healthcare LP, 84 F.4th 1300, 1311 (11th Cir. 2023)). This approach is – in
its entirety – the ordinary summary judgment standard, but it is a “helpful reminder
that McDonnell Douglas is not the only game in town—a particularly useful point for
employees with significant evidence of illegal discrimination who lack the comparator
evidence often required to set out a case under McDonnell Douglas.” Id. (citations
omitted).
Adverse Employment Action(s)
In its motion, Defendant argues that Plaintiff cannot establish any of her
discrimination claims because the conduct and actions complained of in the third
amended complaint do not constitute adverse employment actions. Plaintiff has failed
to respond and identify any record evidence in opposition.
Page 5 of 17
Plaintiff’s claims require an adverse employment action. See Lewis, 918 F.3d at
1220-21 (explaining that adverse employment action is required to make out a prima
facie case of racial discrimination); Knight v. Baptist Hosp. of Miami, Inc., 330 F.3d
1313, 1316 (11th Cir. 2003) (per curiam) (same); Wascura v. City of S. Miami, 257 F.3d
1238, 1242 (11th Cir. 2001) (“If establishing discrimination by disparate treatment, a
plaintiff must show […] that [she] was subject to an adverse employment action.”). To
establish an adverse employment action in a Title VII discrimination case, the plaintiff
must establish the employer’s actions “brought about some disadvantageous change in
an employment term or condition.” Muldrow, 601 U.S. at 350-353. In other words, the
plaintiff must “show some harm respecting an identifiable term or condition of
employment.” Id. at 354-55. The plaintiff, however, is not required to demonstrate a
“significant” or “serious” or “substantial” adverse action. Id. at 354-56. Not every
unpleasantry or experienced slight associated with the workplace will constitute an
“adverse employment action” though – a plaintiff must show some “disadvantageous”
act or practice that leaves a person worse off because of her protected trait. See id. at
354.
In her third amended complaint, Plaintiff asserts several adverse employment
actions: the deprivation of the opportunity to participate in conference calls;
Defendant’s questioning and investigation into Plaintiff’s outside work; and
Defendant’s suggestion to inquire as to a colleague’s mental state following the death
of George Floyd. For the reasons discussed below, none of these constitute an adverse
employment action.
Page 6 of 17
Participation in Conference Calls
Plaintiff claims that she was deprived of the opportunity to participate in the
conference calls. However, Plaintiff admitted during her deposition that she received
calendar invites to and presented during the calls at issue even if she expressed that
she wished she had more time to prepare for the calls. Plaintiff has not pointed to any
evidence that would show any other individuals were informed of the calls in a
different manner. Plaintiff also testified that she no knowledge of the calls having any
impact on her employment. Therefore, there is no record evidence of any harm to
Plaintiff with respect to an identifiable term or condition of her employment related to
the conference calls. Defendant is entitled to summary judgment on this claim.
Outside Work
In 2015, while employed by Defendant, Plaintiff applied for a patent through
the United States Patent and Trade Office. Plaintiff claims that she did not make any
money from the patent, and that the patent did not generate any additional job or
employment but Defendant nonetheless investigated her. Plaintiff takes issue with
Defendant’s questioning of her outside work, claiming that she was treated differently
than Jordan Davis, a co-worker.
Plaintiff was ultimately approved for outside work without consequences, and
the entire process took only three hours of her time. The fact that Defendant asked
Plaintiff questions and requested information about outside employment did not
constitute harm to Plaintiff with respect to the terms and conditions of her
employment. In addition, even if Defendant’s “investigation” could constitute an
adverse employment action, Defendant has presented a legitimate, nondiscriminatory,
Page 7 of 17
and non-pretextual reason for its communications and requests for information
concerning Plaintiff’s outside work, and Plaintiff has failed to present any evidence
that a jury could rely on to find that this reason was pretextual. Defendant is entitled
to summary judgment on this claim.
George Floyd
In her motion, Plaintiff complains of another purported adverse action – that
Defendant asked her to reach out to Jordan Davis to see how he was coping with the
death of George Floyd. She does not take issue with consoling her co-workers or Davis
– in the operative complaint, she specifies that she only raises this instance in light of
“Takeda’s abject silence following the tragic death of Plaintiff’s own sister, who had
just died the year prior. . .”
Once again, Plaintiff does not show or point to any evidence that this request or
her response to the request harmed her with respect to the terms and conditions of her
employment. In her deposition, Plaintiff herself testified that she did not appear to
believe the request was improper or even recall if she had any discussion with Davis.
She also did not recall whether anyone had reached out to her following her sister’s
death. This purported adverse action did not harm Plaintiff with respect to the terms
and conditions of her employment and is simply a “trivial slight” that is not actionable
under Title VII or the ADA. Defendant is entitled to summary judgment on this claim.
Job Duties
As another adverse action, Plaintiff identifies Defendant’s decision to impose
Davis’s job duties on Plaintiff. Specifically, Plaintiff claims that Defendant told
Plaintiff she needed to take more of a leadership role with Davis if she wanted to
Page 8 of 17
achieve a promotion, and that she informed Defendant she had already tried to assist
Davis to no avail. Confusingly, Plaintiff appears to allege that she was the one who
informed Defendant that she had been performing Davis’s job duties – not that
Defendant had asked her to complete his job duties.
In any event, nothing in these allegations rises to the level of an adverse
employment action. Job duties of senior sales representatives (like Plaintiff) include
training and mentoring new sales representatives (like Davis). In her senior role,
Plaintiff was responsible for the entirety of her territory, including assisting her
counterpart as needed to ensure that tasks were completed. Plaintiff has failed to
demonstrate how any tasks she was asked to perform were outside of her normal job
duties. See Lukie v. MetLife Group, Inc., No. 22-10967, 2024 WL 4471109, at *5 (11th
Cir. Oct. 11, 2024) (holding that the plaintiff failed to demonstrate that complained of
work assignments constituted adverse employment actions because she presented no
evidence the tasks required of her were outside the terms and conditions of her
employment). Plaintiff is fundamentally complaining about doing her job – not
adverse employment actions. Defendant is entitled to summary judgment on this
claim.
No Viable Comparator
To establish a Title VII racial discrimination claim using the McDonnell
Douglas framework, a plaintiff must prove, among other things, that she was treated
less favorably than a similarly situated individual outside her protected class. See
Lewis, 918 F.3d at 1224. “[A] comparator must be ‘similarly situated in all material
respects,’ meaning that the plaintiff and the comparator must be ‘sufficiently similar,
Page 9 of 17
in an objective sense’ and ‘cannot reasonably be distinguished.’” Lukie, 2024 WL
4471109, at *4 (quoting Lewis, 918 F.3d at 1218, 1228). The court must make this
type of evaluation on a case-by-case basis. See id. (citing Lewis, 918 F.3d at 1227-28).
Although minor differences in job functions will not be dispositive, “a similarlysituated comparator will ordinarily: have engaged in the same basic conduct as the
plaintiff; been subject to the same employment policy; had the same supervisor; and
share the plaintiff’s employment or disciplinary history.” Id. (citing Lewis, 918 F.3d at
1227-28).
Plaintiff attempts to identify Jordan Davis as a viable comparator. But Davis is
not a viable comparator due to his and Plaintiff’s wildly different employment
histories and job duties – Plaintiff worked as a Field Senior Sales Representative and
was employed by Takeda for twenty-three years, while Davis was a Sales
Representative and new hire. In addition, Plaintiff has not and cannot point to any
evidence of Davis being treated more favorably than her. 2 For instance, considering
Plaintiff’s outside employment claim, Davis is not a viable comparator because he
sought pre-approval for his outside work when Plaintiff did not.
Plaintiff ultimately admitted when deposed that she could not say that Davis
was treated more favorably than her in any way. This is not surprising given the
reality that Davis was given continuous performance criticism and coaching, placed on
a performance improvement plan, and was ultimately terminated for his job
performance issues while Plaintiff remains employed with Defendant. To the extent
2 Plaintiff further admitted in her deposition that she has no evidence of a similarly situated
non-white individual being treated more favorably than Plaintiff. (Doc. 77-1 at 292:8-12).
Page 10 of 17
that any of Plaintiff’s discrimination claims rely on comparison to Jordan Davis,
Defendant is entitled to summary judgment.
Disability Claims
Counts IV and V of the third amended complaint appear to assert claims for an
alleged failure to accommodate, disparate treatment, failure to promote, retaliation,
and hostile work environment based on Plaintiff’s disabilities. Many of Plaintiff’s
disability claims center around short-term disability leave that she took in April 2021.
Failure to Accommodate
In this claim, Plaintiff appears to assert that Defendant did not accommodate
her short-term disability request. However, Plaintiff admits that she took her full
short-term disability leave and was ultimately paid all short-term disability benefits.
Although she was initially determined to be ineligible for benefits, Plaintiff appealed
the determination and provided additional information, which resulted in benefits
being awarded. Because an interactive process occurred that resulted in Plaintiff
being reasonably accommodated, she cannot sustain a failure to accommodate claim.
See, e.g., Hogancmap v. Volusia, No. 6:18-cv-600-Orl-37GJK, 2019 WL 11288567, at *7
(M.D. Fla. Apr. 1, 2019). Defendant is therefore entitled to summary judgment on this
claim.
Disparate Treatment
In Count IV, Plaintiff appears to assert an ADA disparate treatment claim,
claiming that Defendant treated Plaintiff differently on the basis of her disabilities –
PTSD and depression – by harassing her, threatening her, refusing to compensate her
while she was on short term disability leave, forcing her to work while she was on
Page 11 of 17
short term disability leave, publicizing her disability, and threatening to terminate her
because of her disabilities, among other things.
It is not clear whether any these complaints could constitute adverse
employment actions. But the bigger problem for Plaintiff is that her claims lack
record factual support. For instance, although she claims that Defendant did not
compensate her during her short-term disability leave, Plaintiff admitted in her
deposition that Defendant compensated her with short-term disability benefits. 3 She
did not testify as to any work that was assigned to her during her leave. She admits
that no one said anything to her that was discriminatory on the basis of her disability,
so any contention that she was harassed, ridiculed, or threatened on the basis of her
leave or disability cannot be proven. Plaintiff also testified that she is unaware of
Defendant disclosing her disability to anyone without a business need to know of it, so
her assertion that Defendant publicized her disability is without merit.
In addition, an employee can only be discriminated against when the
decisionmaker has actual knowledge of the disability. Cordoba v Dillard’s Inc., 419
F.3d 1169, 1185 (11th Cir. 2005). Plaintiff points to or presents no evidence that any
3 To the extent Plaintiff’s claim is based on not being provided short-term disability benefits
from the initial ineligibility determination until the time the determination was reversed,
Defendant has presented a legitimate, nondiscriminatory, and nonretaliatory reason for its
conduct. It is Defendant’s policy that if it is determined the employee is ineligible for benefits,
short term disability benefits will not continue unless and until the employee successfully
appeals the determination. Defendant cased the benefits at issue because it received an
ineligibility determination from Lincoln, and it recommenced benefits (with retroactive pay)
after Lincoln changed its determination. Plaintiff has not presented any record evidence to
show that this legitimate, nondiscriminatory reason is pretextual.
Page 12 of 17
decisionmaker, when viewing any alleged act at issue, had knowledge of any
particular disability that Plaintiff may have had.
For these reasons, Defendant is entitled to summary judgment on Plaintiff’s
disparate treatment claim in Count IV.
Failure to Promote
To establish a prima facie failure-to-promote claim, Plaintiff must show that (1)
she is a member of a protected group; (2) she was qualified for and applied for the
promotion; (3) she was rejected in spite of her qualifications; and (4) the person who
was selected for the promotion was outside the protected class. See Vessels v. Atlanta
Indep. Sch. Sys., 408 F.3d 763, 768 (11th Cir. 2005). Defendant may then articulate a
legitimate, nondiscriminatory reason for the promotion decision, and if it does,
Plaintiff must show that Defendant’s reasons were pretextual. See id.
Plaintiff’s failure to promote claim is based on her desire to move to a territory
manager role in 2021. 4 Defendant argues that Plaintiff was not qualified for the
territory manager role in 2021 because she had received a warning letter with an issue
date in the last six months for conduct that Plaintiff admits occurred, which made
Plaintiff ineligible for the promotion. Defendant presents a second legitimate,
nondiscriminatory reason for not promoting Plaintiff to territory manager – Defendant
indicates that Plaintiff was not believed to have consistently demonstrated strong
competencies as a potential territory manager. In addition, in the context of her
disability discrimination claim, Plaintiff does not and cannot identify a nondisabled
individual chosen for a territory manager role.
4 Any other promotion is outside the scope of the EEOC charge.
Page 13 of 17
By failing to respond, Plaintiff has failed to create any issue of fact or otherwise
rebut these reasons as pretextual. Consequently, Defendant is entitled to summary
judgment on this claim.
Retaliation
To establish a prima facie case of retaliation, Plaintiff must show (1) she
engaged in protected activity, (2) she was subjected to an adverse action, and (3) a
causal link between the protected activity and the adverse action. Higdon v. Jackson,
393 F.3d 1211, 1219 (11th Cir. 2004). Plaintiff ultimately bears the burden of showing
that retaliation was a but-for cause of an adverse action. Univ. of Tex. Sw. Med. Ctr.
v. Nassar, 570 U.S. 338, 352 (2013). The required adverse action, “unlike the
substantive [discrimination] provision, is not limited to discriminatory actions that
affect the terms and conditions of employment.” Burlington Northern & Santa Fe
Railway Co. v. White, 548 U.S. 53, 64 (2006). However, the action must be “materially
adverse,” that is, it must cause “significant harm” such that a reasonable employee
would be dissuaded from engaging in the protected activity. See White, 548 U.S. at 68;
Muldrow, 601 U.S. at 357 (quoting and citing White).
Plaintiff’s retaliation claim is based on a protected activity of taking short-term
disability leave in April 2021. Plaintiff relies largely upon the same allegations as
those in her disparate treatment claim, and for the same reasons the record fails to
show an adverse action for discrimination purposes, it fails to show a “materially
adverse action” that would support a retaliation claim. None of the alleged actions
caused significant harm to Plaintiff or would have dissuaded a reasonable employee
from pursuing or engaging in protected activity. To the extent that any actions did
Page 14 of 17
occur, there is no record evidence to show causation between Plaintiff’s request for
short-term disability leave and any specific adverse action. Additionally, as discussed
above, Defendant has presented legitimate and nonretaliatory reasons for its decisions
and actions related to Plaintiff’s short-term disability leave, and Plaintiff has failed to
rebut any of these reasons. Consequently, Defendant is entitled to summary judgment
on this claim.
Hostile Work Environment Claim
To establish a hostile work environment claim, a plaintiff must show: “(1) that
[s]he belongs to a protected group; (2) that [s]he has been subject to unwelcome
harassment; (3) that the harassment must have been based on a protected
characteristic of the employee . . . ; (4) that the harassment was sufficiently severe or
pervasive to alter the terms and conditions of employment and create a
discriminatorily abusive working environment; and (5) that the employer is
responsible for such environment under either a theory of vicarious or direct liability.”
Miller v. Kentworth of Dothan, Inc., 277 F.3d 1269, 1275 (11th Cir. 2002).
Defendant argues that Plaintiff has no evidence of harassment at all let alone
harassment sufficiently severe or pervasive enough to sustain a hostile work
environment claim. Plaintiff does not and cannot identify any comments that were
discriminatory on the basis of her disability. Nor can she identify any conduct that
was discriminatory apart from the handling of her short-term disability claim.
Moreover, as the Court previously discussed, Defendant has presented a legitimate,
nondiscriminatory reasons for its conduct, and Plaintiff has failed to rebut that reason
or show it was pretextual. Although she has had the opportunity to do so, Plaintiff has
Page 15 of 17
failed to point to any evidence that could establish a viable hostile work environment
claim. Consequently, Defendant is entitled to summary judgment on this claim.
Convincing Mosaic
The Court reiterates that it has thoroughly reviewed the record and that the
record reveals no circumstantial evidence forming a “convincing mosaic” from which a
jury might infer discrimination. See Lukie, 2024 WL 4471109, at *8; Lewis, 934 F.3d
at 1185. There is no evidence of suspicious events or statements or other information
from which discriminatory intent might be inferred, no evidence of systematically
better treatment of similarly situated employees, and no evidence that Defendant’s
proffered reasons for its actions were pretextual.
Conclusion
Plaintiff has failed to and cannot establish any adverse employment actions,
identify any viable comparators, or otherwise show that Defendant discriminated
against her in any way. She does not point to any evidence of discrimination, let alone
a convincing mosaic of evidence. Most, if not all, of Plaintiff’s complaints amount to
the sort of petty slights that are simply not actionable. Even as to any possible
adverse actions, Plaintiff has not shown that Defendant’s proffered reasons for the
actions were false, or that the real reason for its conduct was discrimination. Based on
the undisputed facts, and because no reasonable jury could conclude otherwise,
Defendant is entitled to summary judgment on each of Plaintiff’s claims.
Accordingly, it is
ORDERED, ADJUDGED, and DECREED:
1. “Defendant’s Motion for Summary Judgment” (Doc. 77) is GRANTED.
Page 16 of 17
2. The Clerk is directed to enter summary judgment in favor of Defendant
Takeda Pharmaceuticals America, Inc., and against Plaintiff Shannon Olson,
on Counts I, IV, and V of the third amended complaint.
3. Following the entry of judgment, the Clerk is directed to terminate any
pending motions and deadlines, and thereafter close this case.
DONE and ORDERED in Chambers, in Tampa, Florida, this 29th day of
January, 2025.
__________________________________________
TOM BARBER
UNITED STATES DISTRICT JUDGE
Page 17 of 17
Disclaimer: Justia Dockets & Filings provides public litigation records from the federal appellate and district courts. These filings and docket sheets should not be considered findings of fact or liability, nor do they necessarily reflect the view of Justia.
Why Is My Information Online?