In 2016, plaintiff Lucia Cortez, 29, an assistant manager of a restaurant in Granada Hills, took three months of unpaid leave after being diagnosed with major depression and an anxiety disorder as a result of a miscarriage. She then requested six additional weeks off to attend the first available appointment with her medical provider so that she could obtain a different prescription to remedy her symptoms. Cortez claimed that instead of being accommodated, she was fired. Cortez sued the restaurant’s operators, Chipotle Mexican Grill Inc. and Chipotle Services, LLC. She alleged that the defendants’ actions constituted pregnancy and/or disability discrimination, retaliation, failure to prevent discrimination, wrongful termination, failure to accommodate, and failure to engage in the interactive process. Cortez claimed that Chipotle granted her medical leave extension but then rescinded it and fired her for failing to return to work. She claimed that she did not return to work because Chipotle granted an extension of her medical leave but refused to allow her to return after rescinding that extension. She also claimed that Chipotle never advised her that medical documentation she submitted was insufficient and failed to provide her with an opportunity to provide additional medical documentation. Defense counsel contended that Cortez was terminated because she failed to report to work after having her leave extended by an additional week. Counsel also contended that Cortez never provided medical documentation to indicate that she was eligible for any additional leave., Cortez sought recovery for her alleged lost wages and emotional distress. She asked the jury to award her $100,000 in past lost wages, $1 million in future lost wages and $500,000 in emotional distress damages.