On Jan. 9, 2014, claimant Kameron Taylor, an employee of Time Warner Cable Inc. and Charter Communications Inc. was terminated from his job. Taylor was previously approved for unpaid medical leave from June 5, 2013, through Sept. 3, 2013, after she began to have symptoms that affected several of her life functions. She returned to work on Sept. 3, 2013, but her symptoms worsened. Her doctor recommended that Taylor go back out on medical leave through March 14, 2014, while they attempted to diagnose her condition. Taylor notified Time Warner for her need to take additional medical leave and provided the requested documentation. However, Time Warner notified Taylor that it would no longer accommodate her beyond Dec. 20, 2013. Taylor informed Time Warner that she was undergoing a biopsy on a suspected tumor on Dec. 23, 2013, and could not return to work until after the biopsy was completed. Taylor was diagnosed with a papillary carcinoma, a type of thyroid cancer, and underwent surgery to remove the cancerous nodule on Dec. 26, 2013. When she returned home from the hospital on Dec. 30, 2013, she informed Time Warner of her diagnosis and that she had completed surgery. She also informed it that she would be able to return to work on Feb. 7, 2014. On Jan. 9, 2014, Time Warner terminated Taylor’s employment, informing her that it could no longer accommodate her medical leave. The U.S. Equal Employment Opportunity Commission, acting in Taylor’s behalf, sued Time Warner Cable and Charter Communications, which acquired Time Warner in 2015. The EEOC alleged that the defendants’ actions constituted disability discrimination, failure to accommodate and violations of the Americans with Disabilities Act of 1990. The EEOC claimed that Time Warner wrongfully terminated Taylor while she was recovering from surgery to remove a cancerous nodule from her thyroid, 10 days after the surgery and three weeks before she was set to return to work. The EEOC also claimed that Time Warner failed to provide Taylor a reasonable accommodation of leave for her disability and, instead, unlawfully terminated Taylor despite knowing that she was recovering from potentially lifesaving surgery to remove the cancerous nodule., The EEOC sought to have Taylor recover her lost wages and benefits. It also sought injunctive relief.