An executive director’s alleged statements that anyone on medical leave should be fired and that their positions should not be held open for them is sufficient to deny the nonprofit agency’s motion for summary judgment in an employee’s claim for disability discrimination under the Americans with Disabilities Act, and violation of the Family Medical Leave Act, a federal District Court in Michigan has ruled. The employee did not raise sufficient questions of fact to continue claims for sex or age discrimination, however. A security officer for a nonprofit providing residential treatment and rehab services to young offenders had had a checkered history with the agency. She had been written up...