Almeida v. Bio-Medical Applications of Texas, Inc.
The Fifth Circuit affirmed the district court's grant of summary judgment for the employer in an action alleging retaliation under Texas law. The court held that, although the district court erred by concluding that New Mexico law applied in this case, the protected conduct plaintiff described was not a but-for cause of their terminations. The court explained that an employee bringing a retaliation claim under the Texas Occupational Code must demonstrate that he would not have been terminated but for his protected conduct. In this case, plaintiffs' refusal to train a patient independently was not a necessary, or but-for, cause of the firings. View "Almeida v. Bio-Medical Applications of Texas, Inc." on Justia Law