More specifically, the plaintiff requested to admit notes taken by the defendant's owner at meeting with the plaintiff prior to her return to work from her leave of absence, during which both individuals discussed plaintiff's anxiety condition. While the plaintiff argued that the notes were relevant to demonstrate the owner's hostility towards her medical condition, the Court held that the information was irrelevant because the notes made no mention of fact that she had been on or would be taking future FMLA leave.
Similarly, the Seventh Circuit also affirmed the District Court's limitation on the testimony of supervisors concerning the plaintiff's good job performance to instances where the supervisors expressed those opinions to defendant's owner because it was the owner who made decision to fire the plaintiff.
Finally, the Seventh Circuit held that the District Court did not err in denying plaintiff's motion to amend her complaint to add Title VII and ADA claims, where: (1) said motion was made four months after deadline for amendment of pleadings; and (2) plaintiff should have sought leave to stay instant lawsuit until she obtained relevant right-to-sue letter for her other actions.