Melissa Villasenor v. Quadient, Inc.

I. Background

On March 27, 2023, Quadient hired Plaintiff as a customer service representative. (Compl. § 19.) On January 23, 2024, Plaintiff received an email from Kelli Markway (“Markway’’), a HR Business Partner, after missing a scheduled workday. (Ud. { 20.) Plaintiff explained her absence was due to pregnancy complications. (/d.) On March 1, 2024, Ravinder Rai (“Rai”), a Customer Relations Supervisor, issued Plaintiff a verbal warning for lack of activity on her screen despite her explaining that she was experiencing severe morning sickness, characterized by nausea and frequent vomiting. (/d. 21.) On March 7, 2024, Plaintiff was on an emergency leave of absence until June 10, 2024, due to her pregnancy. (/d. § 23.) During this time, HGBD facilitated the flow of documents between Plaintiff's treating and relevant supervisors and HR team at Quadient. (/d. § 24.) “Markway confirmed that they had been notified of Plaintiff's leave, which resulted in her access being disabled.” (Id. § 27.) On March 28, 2024, HGBD “informed Quadient’s team that Plaintiff's leave of absence claim had been denied due to insufficient months of service for FMLA…