This decision affirms a summary judgment for the employer in a FEHA disability discrimination case. The employer met its McDonnell Douglas burden of proving a nondiscriminatory reason for terminating the plaintiff; namely, her chronic absenteeism and failure to document dispensing of prescription medicine properly. Plaintiff didn’t produce any evidence showing the employer’s reason was pretextual. Though the employer had misclassified some absences as unexcused, it had corrected those errors leaving plenty of other unexcused absences. Other evidence plaintiff submitted didn’t show pretext either. For the same reasons, plaintiff’s retaliation and failure to accommodate claims failed.