Jennifer Jenkins claims that Medical Laboratories of Eastern Iowa (“Med Labs”) terminated her employment because it perceived her as being disabled and in retaliation for complaining of workplace harassment. The district court 2 granted summary judgment in favor of Med Labs, determining that Jenkins (1) failed to present direct evidence of discrimination or retaliation, (2) failed to present sufficient evidence to create a material question of fact with respect to several elements of a prima facie case for discrimination or retaliation, and (3) even if she had established a prima facie case, failed to present sufficient evidence to create a material question of fact as to whether Med Labs’s proffered non-discriminatory, non-retaliatory reason for terminating Jenkins’s employment amounted to mere pretext. After a careful de novo review of the record, see Stewart v. Indep. Sch. Dist. No. 196, 481 F.3d 1034, 1042 (8th Cir. 2007) (standard of review), we affirm for the reasons stated by the district court, see 8th Cir. R. 47B. 3