Oden v. SEPTA

MEMORANDUM

KEARNEY, District Judge.

Discrimination law has long required disabled employees suing their former employer for discrimination and retaliation after requests for accommodations to timely bring administrative claims. Upon arriving in federal court, the employee must addtice specific facts after discovery sufficient to create genuine of issues of material fact regarding whether the employer’s termination is pretext for invidious discriminatory. intent. The employee meets this burden with evidence which could lead a fact-finder to disbelieve the employer’s business reason or believe an…