173673P.pdf   07/25/2019  Sandra Lovelace  v.  Washington Univ. School of Med
   U.S. Court of Appeals Case No:  17-3673
   U.S. District Court for the Eastern District of Missouri - St. Louis   
   [PUBLISHED] [Smith, Author, with Arnold and Kelly, Circuit Judges] 
   Civil case - Family and Medical Leave Act. Plaintiff's intervening conduct 
   - refusal to engage her supervisors in performance evaluation and her 
   subsequent outburst with a co-worker - ended any connection there might 
   have been between her use of FMLA leave and her eventual termination; for 
   purposes of the Missouri Human Rights Act, accusing an employee of racism 
   does not constitute racial discrimination, and plaintiff had no legitimate 
   basis for believing she was discriminated against on the basis of her race 
   when her supervisor asked her whether she had made a comment based on a 
   co-worker's race; as such, she could not have a reasonable good faith 
   belief that the conduct she opposed constituted racial discrimination in 
   violation of the MHRA, and her MHRA racial discrimination retaliation 
   claim fails; evidence of general temporary work restrictions, without 
   more, is insufficient to constitute a disability, and plaintiff's 
   disability discrimination claim fails; plaintiff's husband's claim for 
   loss of consortium is a derivative spousal claim, and it was properly 
   dismissed upon the grant of defendants' motion for summary judgment on 
   plaintiff's ADA and MHRA claims.