Richey v. American Automobile Association, Inc.

How courts have described this case

Verbatim parenthetical descriptions written by other courts when citing this decision. Ranked by citation-network relevance.

• holding that the conduct of plaintiffs supervisor in terminating the plaintiff after attempting to verify plaintiffs excessive absences did not make out a plausible case of outrage
• holding that employer’s decision to fire employee after several absences from work was not extreme and outrageous even though it could have been considered unfair given employee’s medical condition
• holding that even if trier of fact inferred that plaintiffs supervisor made a bad, unjust, and unkind decision to fire the employee, plaintiff still fell short of establishing a claim for intentional infliction of emotional distress
• observing that even where the discharge of an employee is “bad, unjust, and unkind” the employee is not entitled to relief
• finding that at worst, a supervisor’s decision to terminate plaintiff was “bad, unjust, and unkind[,]” but did not amount to IIED even if plaintiff was particularly on edge
• no finding of outrageousness warranted even if defendant employer’s decision to terminate hypersensitive employee might legitimately be characterized as bad, unjust, and unkind

Source: CourtListener parenthetical corpus (CC0).