Thank you, cbg, for the clarification. After re-reading her post, it does appear that management agreed that two of its initial reasons were specious. Nonetheless, they hung their hats on the remaining two excuses, the ekg certification and her emergency room absence. However, as the OP pointed out, these remaining explanations seem patently dubious.
IMHO, her potential employment discrimination claim may likely turn on the ekg certification “rebuttal” rationalization. If management did not require similarly situated employees to have such certifications (as OP suggested), then she would appear to have a basis for advancing a strong disparate treatment claim. (I seriously doubt management can even endeavor to justify her termination based on her taking leave due to her emergency room visit.)
IMHO, her potential employment discrimination claim may likely turn on the ekg certification “rebuttal” rationalization. If management did not require similarly situated employees to have such certifications (as OP suggested), then she would appear to have a basis for advancing a strong disparate treatment claim. (I seriously doubt management can even endeavor to justify her termination based on her taking leave due to her emergency room visit.)