In the spring of 2010, plaintiff Jada Wayman, 56, a paralegal at Pentech Financial Services’ Campbell offices, requested a schedule change that would allow her to start and finish work earlier. She was ultimately denied her request even though coworkers were granted similar requests. Wayman complained about being denied the request, but she claimed that after some subsequent work criticism, she was terminated from employment in December 2010. Wayman sued Pentech Financial Services Inc., alleging that the company’s actions constituted age discrimination, retaliation and wrongful termination. The matter proceeded to a bench trial. Wayman claimed that she performed her work very well at Pentech, but was denied a reasonable schedule accommodation even though other younger employees were granted similar requests. She also claimed that after she complained, Pentech started retaliating against her by criticizing her work, ultimately resulting in her termination in December 2010. Pentech claimed that Wayman was not discriminated or retaliated against, and that her termination was due to poor performance. It alleged that the work schedule in effect was followed by all employees, and that accommodations were granted on a case-by-case basis for personal matters and doctor appointments. Pentech claimed it ultimately grew dissatisfied with Wayman’s work and ultimately terminated her after deciding it was only going to retain one paralegal for 2011., Wayman was hired by Pentech in March 2010 and was terminated in December 2010. She claimed that she suffered emotional distress as a result of the retaliation against her and as a result of her termination. Thus, Wayman sought recovery of roughly $68,000 in economic damages for her lost earnings and $60,000 in non-economic damages for her emotional distress. Defense counsel contended Wayman was terminated for legitimate business reasons and was owed zero damages.