DECISION & ORDER Kimberly Turner (“Plaintiff”) brings the instant action against Delta Airlines (“Defendant”) alleging violations of the American with Disabilities Act of 1990, 42 U.S.C. §12101, et seq. (“ADA”), New York State Human Rights Law, NYS Executive Law §296, et seq. (“NYSHRL”), and New York City Human Rights Law, New York City Administrative Code §8-107, et seq. (“NYCHRL”). Before the Court is Defendant’s motion for summary judgment as to all claims pursuant to Rule 56 of the Federal Rules of Civil Procedure. The Court GRANTS Defendant’s motion with respect to Plaintiff’s federal claims and DECLINES to exercise supplemental jurisdiction over Plaintiff’s remaining state and municipal claims. BACKGROUND The following facts are drawn from the parties’ Local Rule 56.1 Statements. Unless otherwise noted, where a party’s Rule 56.1 statement is cited, that fact is undisputed. The Court construes the facts in the light most favorable to Plaintiff, the non-moving party. Fed. R. Civ. P. 56(c); Capobianco v. City of New York, 422 F.3d 47, 50 n.1 (2d Cir. 2005) (articulating this requirement). I. Delta’s Policies In accordance with Federal Aviation Administration (“FAA”) mandates, Delta requires flight attendants to complete four online Computer Based Safety Trainings (“CBTs”) per year.1 Defendant’s Rule 56.1 Statement (“Def’s. R. 56.1 St.”) 9. Failure to complete a CBT within a two-month time frame can result in the initiation of performance development procedures. Id. 11. Under Delta’s performance development policy, there are four levels of intervention between managers and employees. Id. 13. These include: (1) verbal coaching; (2) written coaching; (3) issuance of a corrective action notice (“CAN”); and (4) issuance of a final corrective action notice (“FCAN”). Id.
14-17. A flight attendant’s receipt of an FCAN may result in review for termination for any infraction or failure to demonstrate adequate improvement during the 36-month period the FCAN remains in an employee’s file. Id. 17. The decision of whether to issue a CAN or FCAN is made by a flight attendant’s Field Service Manager (“FSM”). A Base Manager, Base Director, and Human Resources Manager then review the FSM’s decision. Any of these individuals is authorized to veto the CAN or FCAN decision if they believe it is unwarranted. Id. 18. Delta contracts with a third party, Sedgwick Claims Management (“Sedgwick”), to administer its disability and Family and Medical Leave Act (“FMLA”) leave programs. Id. 24. Flight attendants approved for FMLA leave must still comply with Delta’s absence notification policy. Id. 30. While on FLMA leave, flight attendants are required to provide the Management Support Team (“MST”) with 30 days’ notice before an absence, when feasible, or as soon after the absence is known, when unforeseeable, and to contact Sedgwick on the same day as the first absence. Id.
