A Pakistani Muslim bank employee suffering from irritable bowel syndrome (IBS) sued his former employer, Bank of America, under Title VII alleging discrimination on the basis of religion and national origin; under the American Disabilities Act (ADA) for discrimination on the basis of disability; and under Title VII and the ADA for retaliatory firing following his filing a complaint with the Equal Employment Opportunity Commission (EEOC). Specifically, the plaintiff argued that his religious beliefs required him to take several prayer breaks throughout the workday, and that this practice ultimately led to his firing. The defendant responded that the employee was fired because of poor work performance. The Court found that the plaintiff failed to make out a prima facie case of discrimination, and that, even if he did, the defendant had provided a legitimate, non-discriminatory reason for terminating his employment that the plaintiff did not dispute. The Court entered summary judgment in favor of the defendant company and dismissed the retaliation claim, concluding that the plaintiff had established no connection between the EEOC filing and his termination.