Vannoy v. The Federal Reserve Bank of Richmond

Filing 75

MEMORANDUM OPINION. Signed by District Judge John A. Gibney, Jr on 11/17/2014. (tjoh, )

IN THE UNITED STATES DISTRICT COURT

FOR THE EASTERN DISTRICT OF VIRGINIA

Richmond Division

JOHN VANNOY,
Plaintiff,
V.

Civil Action No. 3:13-cv-797-JAG

THE FEDERAL RESERVE BANK

OF RICHMOND,
Defendant.

MEMORANDUM OPINION

The Federal Reserve Bank of Richmond disciplined and fired John Vannoy because he

failed to properly communicate his work absences to his supervisors and engaged in
insubordinate behavior. Although Vannoy suffered from depression and alcoholism, the Bank
based Vannoy's termination on his misconduct. Because the Bank's decision does not violate

the Americans with Disabilities Act ("ADA") or the Family Medical Leave Act ("FMLA"), the
Court GRANTS the Bank's motion for summary judgment and DISMISSES the case with
prejudice.
I. Facts'
Vannoy began working for the Federal Reserve Bank of Richmond ("Bank") in 1994.

For many years, Vannoy successfully fiilfilled his responsibilities at the Bank and received
positive performance reviews. Unfortunately, everything fell apart in late 2010.
Vannoy's problems began on October 22, 2010. On October 22, Vannoy sent one of his
two supervisors—Matt Harris, the Vice President—an email stating that he was not feeling well

' Following settled law, summary judgment becomes appropriate when the movant establishes
that no genuine dispute of any material fact exists and the party is thereby entitled to judgment as
a matter of law. Fed. R. Civ. P. 56(a); see Celotex Corp. v. Catrett, 477 U.S. 317, 322 (1986).