On March 13, 2009, Judge Robert Dow of the United States District Court for the Northern District of Illinois granted the Motion for Summary Judgment, filed by Nancy Sasamoto and Jason Metnick, dismissing the former employee’s claims of sex/pregnancy discrimination under federal and state law and interference under the Family and Medical Leave Act (“FMLA”). In this case, the client terminated an employee for repeated tardiness and performance issues. The employee was five months’ pregnant at the time and asserted that she was terminated because of her pregnancy and to prevent her from taking a maternity leave of absence. In support of her claims, the plaintiff pointed to a conversation with a manager about her due date and her plans to take a leave of absence, as well as an e-mail between co-workers that referred to her pregnancy. The Court held that there was nothing discriminatory about the manager’s statements or inquiry where he was responsible for planning and managing his department so that it could operate effectively. Ultimately, the Court decided that the plaintiff failed to present sufficient evidence to support her theory that she had been placed on a “pregnancy watch”, while the employer presented ample, documented evidence regarding its concerns over the employee’s tardiness and other work-related issues.