Wright v. The Kansas City Southern Railway Company
4:24-cv-00559
W.D. Mo.Jul 10, 2025Background
- Plaintiff Johnathon Wright was employed by The Kansas City Southern Railway Company (KCSR) as a train conductor and was covered by the Family Medical Leave Act (FMLA) for a chronic autoimmune disease (myasthenia gravis).
- KCSR approved Wright for intermittent FMLA leave for both flare-ups and medical appointments related to his condition.
- In June 2024, Wright took two periods of FMLA leave; during this time, a company-hired investigator observed Wright doing physical activities (mowing, biking, socializing) while on leave.
- Following surveillance of approximately 50 employees at the Kendleton depot, Wright and several others were investigated for suspected misuse of FMLA.
- A disciplinary hearing under the collective bargaining agreement found Wright had misused his FMLA leave, and KCSR terminated his employment in August 2024.
- Wright filed a lawsuit alleging FMLA retaliation for exercising his FMLA rights; KCSR moved for summary judgment.
Issues
| Issue | Plaintiff's Argument | Defendant's Argument | Held |
|---|---|---|---|
| Whether Wright was terminated in retaliation for using approved FMLA leave | Wright argues he was terminated for taking approved FMLA leave for his medical condition | KCSR argues it terminated Wright for dishonesty and misuse of FMLA leave, not for protected FMLA use itself | The court held KCSR had a legitimate, non-retaliatory reason and no evidence of pretext or discrimination |
| Whether the company's stated reason for termination is pretext for discrimination | Wright asserts the employer was mistaken and the surveillance did not show misuse | KCSR contends its decision was based on an honest investigation following company policy and supported by witness testimony | The court found no evidence of pretext; the decision was made in good faith under company policy |
| Appropriateness of summary judgment | Wright claims there are material facts in dispute (improper investigation, etc.) | KCSR claims no genuine dispute of material fact and is entitled to summary judgment | The court granted summary judgment to KCSR |
| Whether the CBA investigation provided due process/fair procedure | Implicit argument by Wright that the process was flawed or biased | KCSR argues the investigation was thorough, not rote, and other employees received different outcomes | The court agreed the process was fair and proper under the CBA |
Key Cases Cited
- Anderson v. Liberty Lobby, Inc., 477 U.S. 242 (summary judgment standard)
- McDonnell Douglas Corp. v. Green, 411 U.S. 792 (burden-shifting framework for retaliation and discrimination claims)
- Hite v. Vermeer Mfg. Co., 446 F.3d 858 (FMLA retaliation and burden to show pretext)
- Ebersole v. Novo Nordisk, Inc., 758 F.3d 917 (legitimate, non-discriminatory reasons suffice for employer actions)
- Wilking v. Cnty. of Ramsey, 153 F.3d 869 (court does not decide wisdom or fairness of employer’s reason if it is honest)