In December 2009, plaintiff Huron Mayo, 60, a resident manager at The Los Angeles Community Development Commission, asked her supervisor, Keisha Nathaniel, if she could be excused from the annual staff luncheon because, as a Jehovah’s Witness, she does not take part in any holiday or other religious celebrations. Mayo claimed that after the topic of her religion came up, Nathaniel became rude, dismissive and unprofessional and that thereafter, her workload started to become significantly increased. Mayo subsequently complained to several supervisors and to the Human Resources Department about allegedly being discriminated against and harassed by her Nathaniel based on her religion. In the summer of 2011, Mayo took a medical leave of absence. She eventually returned to work in October 2011, but was ultimately terminated a month later. Mayo sued The Los Angeles Community Development Commission. Mayo alleged that Nathaniel’s actions constituted disability discrimination and retaliation and that The Los Angeles Community Development Commission was liable for Nathaniel’s actions. She also alleged that the commission’s actions constituted a failure to prevent disability discrimination and a failure to prevent retaliation and that these actions were a violation of the California Family Rights Act. Mayo claimed that the commission failed to prevent the religious harassment against her, causing her to eventually take medical leave for the emotional distress she developed. She also claimed that the commission failed to promote her in retaliation of her complaints against her supervisor. Mayo further claimed that she was terminated because of her disability and in retaliation for bringing harassment complaints against her supervisor to the commission’s upper management. Defense counsel argued that Mayo was terminated for refusing to show up at a specific work location on Oct. 31, 2011, after being instructed to do so by the Director of Housing Management. Thus, counsel argued that Mayo’s alleged disability and complaints were not a factor in the termination decision., Mayo worked as resident manager at The Los Angeles Community Development Commission for 13 years. She was ultimately terminated from her position in November 2011. Mayo claimed that she lost income and suffered emotional distress as a result of the commission’s conduct. She alleged that her emotional distress included anxiety, depression, and post-traumatic stress disorder. As a result, she sought therapy after her termination. The plaintiff’s treating psychologist testified as to Mayo’s alleged depression/anxiety diagnosis. Mayo sought recovery of past and future compensatory damages, and past and future emotional-distress damages.