“During his deposition, [decision-maker] testified that he made the decision not to renew [employee’s] contract because ‘it came down to issues of trust.’ When explaining what issues of trust he had with [employee], [decision-maker] referenced, among other things, [employee’s] report in which she claimed he bumped into her. . . [a]ccordingly, when asked to explain
In making a prima facie case, a time lapse under four (4) months is sufficient to satisfy the causal connection requirement needed to survive Defendant’s motion for summary judgment.
By Kalandra N. Wheeler on
Posted in EEOC
“The evidence shows that the [P]laintiff submitted a DOTD grievance form on May 24, 2011 regarding alleged improper conduct by [Supervisor] and then provided testimony to the EEOC on July 7, 2011 in connection with complaints filed by two subordinate employees…. Additionally, the evidence indicates that DOTD transferred the [P]laintiff to the Baton Rouge office…
Allegations of poor performance that arise only after an EEOC charge is filed constitutes pretext.
By JMANCHESTER on
Posted in EEOC
“The Court finds that nearly all of Defendant’s arguments that Plaintiff was fired for performance related issues are not clearly supported by an employment records…. [E]ach of Defendant’s assertions that Plaintiff was not performing adequately in her position were only asserted after she filed her Equal Employment Opportunity Commission claim.”
Zeno v. Livingston Management, Inc…