UNITED STATES DISTRICT COURT 

EASTERN DISTRICT OF MICHIGAN 

NORTHERN DIVISION 

SUSAN GARDNER, 

 Plaintiff, Case No. 15-cv-10269 

v. Honorable Thomas L. Ludington 

ANDERSEN EYE ASSOCIATES, PLC, 

 Defendant. 

_______________________________________/ 

OPINION AND ORDER GRANTING IN PART DEFENDANT’S MOTION FOR 

SUMMARY JUDGMENT, DISMISSING COUNT I OF PLAINTIFF’S COMPLAINT 

WITH PREJUDICE, AND DISMISSING COUNT II OF PLAINTIFF’S COMPLAINT 

WITHOUT PREJUDICE 

 Plaintiff Susan Gardner initiated this case against Defendant Andersen Eye Associates, 

PLC, on January 22, 2015. See Compl., ECF No. 1. She claims that Andersen Eye retaliated 

against her in violation of the Family and Medical Leave Act (“FMLA”) by not granting her 

extended leave and by terminating her employment. She also claims that Andersen Eye 

discriminated against her in violation of the Michigan Persons with Disabilities Civil Rights Act 

(“PWDCRA”) when it failed to accommodate her disability, denied her extended leave, and 

terminated her employment. 

 Andersen Eye has moved for summary judgment. It argues that Gardner cannot establish 

a prima facie case of FMLA retaliation or disability discrimination. 

I. 

 Susan Gardner is a resident of the County of Saginaw, Michigan. She is a former 

employee of Andersen Eye Associates. Andersen Eye is a professional limited liability company 

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doing business in the County of Saginaw, Michigan. It is in the business of providing eye care 

services. 

A. 

 When Gardner was two years old, she suffered serious burns from hot water on both of 

her feet. She was hospitalized for two years following the injury during which time she had 

amputations and skin grafts performed on her feet. She has dealt with pain in her feet ever since. 

 Gardner began working for Andersen Eye in 1995. She first started working as a check-in 

receptionist. Eventually she performed a number of billing-related tasks for Andersen Eye. In 

1997, she had to quit her position with Andersen Eye for surgery on her feet. She had portions of 

both feet amputated, removing a number of her metatarsals in both feet. During her two years 

away from work she was no longer employed by Andersen Eye. 

 In 1999, Gardner received a phone call from Deb Rogers, an employee of Andersen Eye, 

who asked Gardner if she would return to work. Gardner was initially hesitant but agreed to 

return to work for Andersen Eye in the same role as she had previously occupied: performing 

back-office billing functions. Because of her physical limitations, however, Gardner requested a 

personalized work schedule. As she explains it, she and Andersen Eye “set up a schedule of 

Monday, Wednesday, Thursday. Initially I was coming in from—I would get there around 4:30 

or 5:00 a.m., and I would leave by 11:30 or noon.” Gardner Dep. 18-19, Ex. 2, Def.’s Mot. 

Summ. J., ECF No. 16-3. To meet the full time employment requirement of working thirty-six 

hours per week, Gardner would work from home when she was not in the office. Gardner 

regularly worked forty hours per week. 

 

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B. 

 Gardner continued in this position and under this working arrangement until 2009 or 

2010. Around 2010 her schedule changed. She continued to work on Monday, Wednesday, and 

Thursday but her hours shifted to 8:30 a.m. to 2:00 p.m. Under her flexible work-schedule, she 

had the ability to work from home whenever the pain in her feet flared up. During the time when 

Gardner was working on a reduced in-office schedule, discrepancies with her time card arose. 

Andersen Eye learned that Gardner often left herself clocked in when she was transitioning from 

working at home to working in the office or vice versa. Gardner was not supposed to count time 

in transit as work hours. According to Gardner, there were often glitches in the time card system, 

but she admits that she never reported these to Chief Executive Officer Kurt Beuthin. Gardner 

explained during her deposition that she also often worked in excess of forty hours per week. She 

never logged that time and made Andersen Eye aware of her overtime, however, because she 

was instructed just to hit her forty hour per week mark. 

C. 

 When Andersen Eye became aware that Gardner was potentially misusing the timeclock 

and counting hours when she was in transit, it investigated her activities. It reviewed Gardner’s 

time clock activity between January and May of 2014. According to Andersen Eye CEO Kurt 

Beuthin, “Gardner charged [Andersen Eye] for drive time forty-seven (47) to forty-nine (49) 

times during this review period . . . by not punching out at home and punching in when she 

arrived at [Andersen Eye].” Beuthin Aff. ¶ 3, Ex. 3, Def.’s Mot. Summ. J., ECF No. 16-4. 

Gardner’s timecard practices convinced Beuthin that she could no longer work from home. 

 Mr. Beuthin conducted a review of Gardner’s job duties following the investigation. 

Upon review, Beuthin contacted Andersen Eye’s third-party billing provider, Automated 

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Business Systems (“ABS”). He learned from ABS that it could perform all of Gardner’s 

functions at no additional cost to Andersen Eye. As a result, Mr. Beuthin made the decision to 

eliminate Gardner’s position. 

 On May 15, 2014, Mr. Beuthin presented Gardner with a memo about her options now 

that her position had been eliminated. The memo read: “Options: • Resign . . . . . . . or • 

[Andersen Eye] position Monday, Tuesday Wednesday or Thursday, 4 days or Full Time 

Monday thru Friday (standard working hours and lunch).” Beuthin Memo, Ex. 5, Def.’s Mot. 

Summ. J., ECF No. 16-6 (sic throughout). Gardner opted to remain with Andersen Eye. She was 

given a position at the check-in desk, similar to her first position with Andersen Eye. Her hours 

were 8:30 a.m. to 5:00 p.m. daily except for Friday. She asked Mr. Beuthin if she could work a 

half day on Fridays which would give her less time in the office but also allow her to work the 

required thirty-six hours per week to retain full-time status and full-time benefits. Mr. Beuthin 

accommodated her request and allowed her to work half-days on Fridays. 

D. 

 In June of 2014, Gardner was experiencing significant pain in her lower legs and feet. On 

June 24, 2014, after treating with her physician, Gardner was restricted from returning to work. 

Gardner’s doctor wrote her an off-work note that stated Gardner “is unable to work through July 

25, 2014 due to medical restrictions. She will have follow up in 1 month and return to work or 

work restrictions will be determined at that time.” June 24, 2014 Off-Work Note, Ex. 6, id., ECF 

No. 16-7. Gardner filled out an FMLA leave certification on July 7, 2014 for her leave that began 

on June 24, 2014. She listed the expected end date for her period of incapacity as July 24, 2014. 

See FMLA Certification, Ex. 7, id., ECF No. 16-8. She completed an Andersen Eye FMLA leave 

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request on July 10, 2014 that repeated this information. Gardner was placed on FMLA leave 

beginning June 24, 2014. 

E. 

 On July 24, 2014, Gardner had a follow-up appointment with her treating physician. Her 

physician provided her another off-work note that stated Gardner “is unable to work through 

September 5, 2014.” July 24, 2014 Off-Work Note, Ex. 12, id., ECF No. 16-13. It further 

explained that Gardner would have a follow-up appointment the week of September 5, 2015 and 

“[f]urther restrictions will be determined at her . . . appointment that week.” Id. Gardner’s next 

appointment with her treating physician was on September 4, 2014. Following that visit, 

Gardner’s physician once again provided her an off-work note. This note stated that “[s]he is 

unable to work for 1 month until her scheduled follow up on 10-2-14.” Sept. 4, 2014 Off-Work 

Note, Ex. 13, id., ECF No. 16-14. 

 Gardner’s statutorily proscribed twelve weeks of FMLA leave were set to expire on 

September 16, 2014. Accordingly, Mr. Beuthin sent Gardner a letter on September 15, 2014 

advising her of that fact. Additionally, he wrote that Andersen Eye was aware that she would be 

off work until at least October 2, 2014. He then advised Gardner that “Andersen Eye Associates 

does not have an extended leave of absence policy.” Beuthin Letter, Ex. 14, id., ECF No. 16-15. 

He did, however, note that “we want to work with you to ensure that all of your needs are 

satisfied while balancing our on-going need to serve our patients. Therefore, we will be holding 

your current check-out position for you until October 2, 2014.” Id. Finally, he advised Gardner: 

“If you are not able to return to work on October 3, we will no longer be able to guarantee return 

to your current position and will need to reconsider your leave of absence status.” Id. 

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 A few days after this letter from Mr. Beuthin, Gardner reached out to Deb Rogers, the 

Andersen Eye employee who had initiated Gardner’s return to Andersen Eye in 1999. Gardner 

described Deb Rogers as her “go-to person.” Gardner Dep. 116, Ex. 2. At the time Gardner 

contacted her, Deb Rogers no longer worked for Andersen Eye. Ms. Rogers had not worked for 

Andersen Eye since earlier in 2014, before Gardner was moved to her new position. Gardner 

explained her situation to Ms. Rogers and sought her advice about potentially being unable to 

return to Andersen Eye on October 3, 2014. Ms. Rogers’s response advised Gardner to seek legal 

representation and advised her: “Do NOT resign.....you can continue on Andersen disability for 

up to 26 weeks (6 months) regardless of FMLA status.” Rogers Email, Ex. 3, id., ECF No. 16-4.1

 On October 3, 2014, Gardner was unable to return to work. Her treating physician 

extended her off-work restriction to November 7, 2014. Upon learning of Gardner’s continued 

inability to return to work, Andersen Eye terminated her employment effective October 10, 2014. 

II. 

A. 

A motion for summary judgment should be granted if the “movant shows that there is no 

genuine dispute as to any material fact and the movant is entitled to judgment as a matter of 

law.” FED. R. CIV. P. 56(a). The focus must be “whether the evidence presents a sufficient 

disagreement to require submission to a jury or whether it is so one-sided that one party must 

prevail as a matter of law.” Anderson v. Liberty Lobby, 477 U.S. 242, 251–52 (1986). The 

moving party has the initial burden of identifying where to look in the record for evidence 

“which it believes demonstrate the absence of a genuine issue of material fact.” Celotex Corp. v. 

 1

 Andersen Eye’s Employee Handbook does not detail any extended leave or medical leave policy. Mr. 

Beuthin, in his affidavit, explained that as a fringe benefit of full time employment with Andersen Eye, employees 

may acquire short-term disability insurance through Metropolitan Life Insurance Company. That short-term 

disability insurance lasts 26 weeks. 

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Catrett, 477 U.S. 317, 323 (1986). The burden then shifts to the opposing party who must set 

out specific facts showing “a genuine issue for trial.” Anderson v. Liberty Lobby, Inc., 477 U.S. 

242, 250 (1986) (citation omitted). 

The Court must view the evidence and draw all reasonable inferences in favor of the nonmovant and determine “whether the evidence presents a sufficient disagreement to require 

submission to a jury or whether it is so one-sided that one party must prevail as a matter of law.” 

Id. at 251-52, see also Matsushita Elec. Indus. Co. v. Zenith Radio Corp., 475 U.S. 574, 587 

(1986). “Entry of summary judgment is appropriate ‘against a party who fails to make a showing 

sufficient to establish the existence of an element essential to that party’s case, and on which that 

party will bear the burden of proof at trial.’” Walton v. Ford Motor Co., 424 F.3d 481, 485 (6th 

Cir. 2005) (quoting Celotex Corp. v. Catrett, 477 U.S. 317, 322 (1986)). 

B. 

 As a preliminary matter, it should be noted that Gardner did not file a response to 

Andersen Eye’s motion for summary judgment. When a party moves for summary judgment and 

establishes the absence of evidence supporting the nonmoving party’s case, “the party opposing 

the motion may not rely solely on the pleadings and must adduce more than a mere scintilla of 

evidence.” United States v. Totzkay, 23 F. App’x 342, 344 (6th Cir. 2001) (quoting Thompson v. 

Ashe, 250 F.3d 399, 405 (6th Cir. 2001)). The evidence adduced by the nonmoving party “need 

not be in a form that would be admissible at trial” but “the evidence cannot consist merely of 

allegations in the pleadings.” Spurlock v. Whitley, 79 F. App’x 837, 839 (6th Cir. 2003) (internal 

quotation marks and citations omitted). In Spurlock, the Sixth Circuit explained the 

consequences of a nonmoving party not responding to a motion for summary judgment: 

Where no response to a summary judgment motion is properly before a district 

court, the court is under no duty to “search the entire record to establish that it is 

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bereft of a genuine issue of material fact.” Rather, the district court may rely upon 

the facts advanced by the movant. Federal Rule of Civil Procedure 56(e) requires 

that the nonmoving party’s response designate specific facts demonstrating the 

existence of genuine issues of material fact. The nonmoving party is deemed to 

have waived its opportunity to designate facts in accordance with Rule 56(e) 

when it fails to properly file a response. This court has stated that it is not the role 

of the district court to develop facts for the nonmoving party. 

Id. (internal citations omitted). 

III. 

The Sixth Circuit has recognized two discrete theories of recovery under the FMLA: (1) 

the “interference” theory arising under § 2615(a)(1), and (2) the “retaliation” theory arising from 

§ 2615(a)(2). Seeger v. Cincinnati Bell Telephone Co., LLC, 681 F.3d 274, 282 (6th Cir. 2012). 

Gardner pleads only a retaliation claim under the FMLA. The central issue raised by the 

retaliation theory is “whether the employer took the adverse action because of a prohibited 

reason or for a legitimate nondiscriminatory reason.” Id. (quoting Edgar v. JAC Prods., Inc., 443 

F.3d 501, 508 (6th Cir. 2006)). In other words, an employer’s intent is relevant only in 

retaliation claims because those claims “impose liability on employers that act against employees 

specifically because those employees invoked their FMLA rights.” Id. (citing Edgar, 443 F.3d at 

508) (emphasis original). 

To establish a prima facie retaliation claim, a plaintiff must establish that: 

(1) she was engaged in an activity protected by the FMLA; (2) the employer knew 

that she was exercising her rights under the FMLA; (3) after learning of the 

employee’s exercise of FMLA rights, the employer took an employment action 

adverse to her; and (4) there was causal connection between the protected FMLA 

activity and the adverse employment action.”2

 

 2

 The Sixth Circuit “applies the familiar burden-shifting test articulated in McDonnell Douglas Corp. v. 

Green, 411 U.S. 792 (1973), to retaliation claims under the FMLA.” Edgar v. JAC Products, Inc. 443 F.3d 501, 508 

(6th Cir. 2006) (citing Skrjanc v. Great Lakes Power Serv. Co., 272 F.3d 309, 313-16 (6th Cir. 2001) and Rodriguez 

v. Ford Motor Co., 382 F. Supp. 2d 928, 933 (E.D. Mich. 2005)) (internal citations omitted). 

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Killian, 454 F.3d at 556 (citing Arban, 345 F.3d at 404). Defendant does not contest that Plaintiff 

engaged in protected FMLA activity; that it knew of that activity; and that Plaintiff suffered an 

adverse employment action. Defendant does contest Gardner’s ability to prove that there was a 

causal connection between her protected activity and any adverse employment action she claims. 

To satisfy the final prong of her prima facie case, Gardner must demonstrate a causal 

connection between her protected activity and the adverse employment actions she was subject 

to. Defendant asserts that Gardner cannot establish the final element of her prima facie case: that 

there was a causal connection between her FMLA leave and the adverse employment actions she 

was subject to. To satisfy this element, a plaintiff must present sufficient evidence to “raise [an] 

inference that her protected activity was the likely reason” for the adverse action. Sosby v. Miller 

Brewing Co., 211 F. App’x 382, 387 (6th Cir. 2006) (quoting Zanders v. Nat’l R.R. Passenger 

Corp., 898 F.2d 1127, 1135 (6th Cir. 1990). However, “[t]he burden of proof at the prima facie 

stage is minimal; all the plaintiff must do is put forth some credible evidence that enables the 

court to deduce that there [was] a causal connection between the retaliatory action and the 

protected activity.” Cutcher v. Kmart Corp., 364 F. App’x 183, 190 (6th Cir. 2010). 

Here, Gardner claims that she suffered “an adverse employment action by virtue of 

Defendant’s refusal to grant [her] an extended leave of absence that resulted in [her] termination 

of employment.” Pl.’s Compl. ¶ 49, ECF No. 1. She further claims in her complaint that she is 

able to demonstrate a causal connection between the adverse employment action she suffered 

and her protected activity. She claims two causal connections: 

51. That a causal connection is demonstrated, at least in part, by the suspicious 

timing between Plaintiff’s protected activity and the adverse employment action. 

52. That a causal connection is demonstrated, at least in part, by Defendant’s 

failures to comply with its leave of absence and disability policies and denying 

Plaintiff an extension of her medical leave. 

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Id. at ¶¶ 51-52. 

Andersen Eye has answered the claim that she was denied extended leave by explaining 

that it does not have such a policy. The company attached its employee handbook and an 

affidavit from its Chief Executive Officer Kurt Beuthin to its motion for summary judgment. Mr. 

Beuthin’s affidavit states that “there is no 26-week extended leave policy” at Andersen Eye. Ex. 

3 ¶ 14, Def.’s Mot. Summ. J., ECF No. 16-4. The employee handbook also does not reflect any 

extended leave policy, let alone one that is 26 weeks. See Ex. 15, id., ECF No. 16-16. Indeed, 

Gardner testified in her deposition that her belief that Andersen Eye has a 26-week extended 

leave policy came from an email exchange she had with Deb Rogers, a former employee of 

Andersen Eye. Gardner Dep. 115-117, Ex. 2, id., ECF No. 16-3. But Gardner admitted that she 

had no other basis for believing such a policy existed and also admitted that at the time Deb 

Rogers told her about the policy Ms. Rogers no longer worked for Andersen Eye. Id. When 

Gardner was asked if it was possible that Deb Rogers was actually thinking of the 26 weeks of 

disability insurance offered by Metropolitan Life Insurance Company, Gardner admitted that she 

did not know. Id. Additionally, in his affidavit, CEO Kurt Beuthin stated that Andersen Eye 

employees are entitled to short term disability insurance coverage through MetLife that lasts for 

26 weeks. Ex. 3 ¶ 19, Def.’s Mot. Summ. J. 

Gardner’s complaint cites to DeBoer v. Musashi Auto Parts, 124 F. App’x 387 (6th Cir. 

2005), in support of her claim that Andersen Eye’s denial of extended leave establishes a causal 

connection between her protected activity and the adverse employment action she suffered. It 

does not. In DeBoer, the Sixth Circuit first concluded that the plaintiff, DeBoer, had established 

a prima facie case of discrimination because she was demoted one day after requesting FMLA 

paperwork. Only then did the Sixth Circuit move on to consider the fact that DeBoer’s was 

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demoted without counseling, contrary to her employer’s discipline policies. This, the Sixth 

Circuit concluded, combined with the temporal proximity between her demotion and her request 

for FMLA paperwork was sufficient to demonstrate that her employer’s proffered nondiscriminatory reason for demotion was pretextual. The Sixth Circuit said nothing about how 

non-compliance with internal policies relates to the causal nexus inquiry for establishing a prima 

facie case. In any event, that question is moot given the fact that Andersen Eye does not have an 

extended leave policy. 

Since there is no evidence that Andersen Eye denied Gardner extended leave in violation 

of its own policy, Gardner can only rely on her termination as an adverse employment action.3

 

It is undisputed that at the end of Gardner’s period of FMLA leave, she was medically 

unable to return to work. Indeed, Andersen Eye held her position open past the point her FMLA 

leave expired and until her next doctor’s appointment following her leave period to see if she 

would be certified to return. She was not and Andersen Eye terminated her employment. “[A]n 

employer does not violate the FMLA when it fires an employee who is indisputably unable to 

return to work at the conclusion of the 12-week period of statutory leave.” Edgar v. JAC 

Products, Inc., 443 F.3d 501, 506-07 (6th Cir. 2006) (citing Cehrs v. Ne. Ohio Alzheimer’s 

Research Ctr., 155 F.3d 775, 784-85 (6th Cir. 1998)). See also Bryson v. Regis Corp., 498 F.3d 

561, 571 (6th Cir. 2007) (holding that termination is not retaliatory under the FMLA where 

employee is unable to return to work at the end of statutory leave period). Because Gardner 

could not medically return to her job at the end of her period of FMLA leave, she cannot 

maintain an FMLA retaliation cause of action. Her FMLA claim will be dismissed. 

 

 3

 Because Andersen Eye does not have an extended leave policy it cannot be an adverse employment action 

to deny Gardner extended leave in violation of its policy, as Gardner contends. 

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IV. 

Having concluded that Gardner’s federal claim is to be dismissed, her claim under state 

law for violation of the Michigan Persons with Disabilities Civil Rights Act must now be 

addressed. 

The Court has supplemental jurisdiction over these state law claims because they form 

part of the same controversy as Gardner’s federal claim. See 28 U.S.C. § 1367(a). However, this 

Court may decline to exercise supplemental jurisdiction if: 

(1) the claim raises a novel or complex issue of State law, 

(2) the claim substantially predominates over the claim or claims over which the 

district court has original jurisdiction, 

(3) the district court has dismissed all claims over which it has original 

jurisdiction, or 

(4) in exceptional circumstances, there are other compelling reasons for declining 

jurisdiction. 

28 U.S.C. § 1367(c). When a plaintiff’s federal claims have been dismissed on the merits, the 

question of whether to retain jurisdiction over the state law claims rests within the Court’s 

discretion. Blakely v. United States, 276 F.3d 853, 860 (6th Cir. 2002). However, the dismissal of 

the claim over which the federal court had original jurisdiction creates a presumption in favor of 

dismissing without prejudice any state-law claims that accompanied it to federal court. Id. at 863. 

In addition, “[n]eedless decisions of state law should be avoided both as a matter of comity and 

to promote justice between the parties, by procuring for them a surer-footed reading of 

applicable law.” United Mine Workers of Am. v. Gibbs, 383 U.S. 715, 726 (1966). The issues 

presented, which may more directly implicate Gardner’s physical impairments than her use of 

FMLA leave, are more appropriate for resolution by a state court. Therefore, the Court declines 

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to exercise its supplemental jurisdiction. Gardner’s supplemental state law claim will be 

dismissed without prejudice. 

V. 

 Accordingly, it is ORDERED that Defendant Andersen Eye Associates, PLC’s Motion 

for Summary Judgment, ECF No. 16, is GRANTED in part. 

 It is further ORDERED that Count I of Plaintiff Susan Gardner’s Complaint, ECF No. 1, 

is DISMISSED with prejudice. 

 It is further ORDERED that Count II of Plaintiff Susan Gardner’s Complaint, ECF 

No. 1, is DISMISSED without prejudice. 

 

Dated: February 16, 2016 s/Thomas L. Ludington 

 THOMAS L. LUDINGTON 

 United States District Judge 

 

PROOF OF SERVICE 

The undersigned certifies that a copy of the foregoing order was served 

upon each attorney or party of record herein by electronic means or first 

class U.S. mail on February 16, 2016. 

 s/Johnetta Curry 

 JOHNETTA CURRY 

Acting Case Manager 

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