An employer’s termination of an employee for violating policy after receiving prior discipline was enough to establish a legitimate nondiscriminatory reason for discharge, according to the 8th U.S. Circuit Court of Appeals.
The plaintiff worked as a private fleet safety manager for the employer in Iowa. In January 2016, the plaintiff was issued a third written warning after he disclosed an employee’s medical condition during a training session. This meant the plaintiff could be fired if disciplined again.