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Reiter v. Maxi-Aids Inc.

Punitive Damage Award Reduced to $50,000 But Verdict Otherwise Upheld in FMLA Firing Case

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MEMORANDUM AND ORDER

*1 In this employment discrimination case, Plaintiff Barry Reiter (“Plaintiff” or “Reiter”) sought damages for injuries sustained when he was terminated from his employment with defendant Maxi-Aids, Inc. (“Maxi-Aids”) by Maxi-Aids’ principal, defendant Elliot Zaretsky (“Zaretsky”). A jury trial was held, and the following claims were submitted to the jury — discrimination under the Americans with Disabilities Act (“ADA”), 42 U.S.C. §12101 et seq., discrimination under New York State Human Rights Law (“NYSHRL”), N.Y. EXEC. L. §290 et seq., associational discrimination under the ADA, and retaliation under the ADA, NYSHRL, and the Family and Medical Leave Act (“FMLA”), 29 U.S.C. §2601 et seq. The jury entered a verdict in Plaintiff’s favor as to the ADA associational disability and NYSHRL discrimination*2

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