In 2011, claimants consisting of eight employees of Sensient Natural Ingredients LLC, of Turlock, had their employments terminated. They claimed they were fired for taking medical leave, or for their actual or perceived disabilities. The Equal Employment Opportunity Commission sued Sensient Natural Ingredients LLC (formally known as Sensient Dehydrated Flavors Co. and Sensient Dehydrated Flavors LLC). The EEOC alleged that Sensient violated the Americans with Disabilities Act, as amended. The EEOC claimed that, beginning in 2010, several Sensient workers (some of whom had begun working for the company in 2008) took extended leaves of absence for disability-related care, including surgeries and cancer treatments. The EEOC asserted that these employees were either discharged for surpassing the company’s restrictive leave policy, or were required to return to work without accommodations or restrictions. It further asserted that when employees attempted to return to work, even without restrictions, Sensient refused to accept them back and fired them instead. The EEOC claimed that, as a result of its practices, Sensient pushed out disabled individuals, including many long-term employees, due to the individuals’ use of leave as an accommodation and/or because of their actual or perceived disabilities. Defense counsel denied the EEOC’s allegations and maintained that Sensient fully complied with the ADA, including the ADA’s obligation to provide reasonable accommodations to qualified individuals with disabilities. Counsel argued that Sensient provided extended leave to the claimants well in excess of legal requirements, including the FMLA. Counsel further contended that Sensient terminated the claimants, most with eligibility for rehire, only after determining that they could not return to work or had failed to adequately justify their absences., The EEOC, on behalf of the eight claimants, sought recovery of back pay, and unspecified amounts of compensatory and punitive damages. It also sought to have Sensient institute anti-discrimination policies and provide training on employee rights under the ADA.