Opinion ID: 715797
Heading Depth: 2
Heading Rank: 2

Heading: claim of sex discrimination by failure to promote

Text: 11 Evans rests on two grounds her contention that the district court erred in granting TAS's motion for summary judgment on her claim that she was denied promotion because of her sex: that the court failed to apply the appropriate legal standards and that she had not received adequate opportunity to conduct discovery. We consider each in turn.
12 We review the district court's grant of summary judgment de novo, applying the same legal standards as the district court and viewing the facts and inferences drawn from the facts in the light most favorable to Evans, the nonmoving party. Matsushita Elec. Indus. Co. v. Zenith Radio Corp., 475 U.S. 574, 587-88, 106 S.Ct. 1348, 1356, 89 L.Ed.2d 538 (1986); Nguyen v. CNA Corp., 44 F.3d 234, 236-37 (4th Cir.1995). Summary judgment is appropriate only when there is no genuine issue as to any material fact and the moving party is entitled to a judgment as a matter of law. Fed.R.Civ.P. 56(c); see also Anderson v. Liberty Lobby, Inc., 477 U.S. 242, 247, 106 S.Ct. 2505, 2509-10, 91 L.Ed.2d 202 (1986). While courts must take special care when considering a motion for summary judgment in a discrimination case because motive is often the critical issue, summary judgment disposition remains appropriate if the plaintiff cannot prevail as a matter of law. Ballinger v. North Carolina Agric. Extension Serv., 815 F.2d 1001, 1005 (4th Cir.), cert. denied, 484 U.S. 897, 108 S.Ct. 232, 98 L.Ed.2d 191 (1987). If, after reviewing the record as a whole, however, we find that a reasonable jury could return a verdict for Evans, then a genuine factual dispute exists and summary judgment is improper. Anderson, 477 U.S. at 248, 106 S.Ct. at 2510. 13 Evans's charge that TAS refused to promote her because of her gender is a claim of disparate treatment. To meet her burden on summary judgment, Evans might have offered direct or circumstantial evidence, or proceeded under the proof scheme set forth in McDonnell Douglas Corp. v. Green, 411 U.S. 792, 802, 93 S.Ct. 1817, 1824, 36 L.Ed.2d 668 (1973). Mitchell v. Data General Corp., 12 F.3d 1310, 1314 (4th Cir.1993); EEOC v. Clay Printing Co., 955 F.2d 936, 940 (4th Cir.1992). Our analysis reveals that Evans failed to meet her various burdens under either approach. In reaching the same conclusion, the district court set forth the appropriate governing standards then analyzed the evidence before it, primarily using the burden-shifting scheme established by McDonnell Douglas and its progeny. 14 To satisfy ordinary principles of proof, Evans must provide direct evidence of a purpose to discriminate or circumstantial evidence of sufficiently probative force to raise a genuine issue of material fact. Goldberg v. B. Green & Co., 836 F.2d 845, 848 (4th Cir.1988). The record reveals little, if any, direct or indirect evidence of discriminatory motive. Evans alleges differential treatment in pay, benefits and seniority but fails to provide supporting proof. She also alleges, without offering corroborating evidence, that she was discriminated against in previous promotion decisions. Evans offers an alleged comment by Houseman that he would not allow her to become a supervisor. However, the statement is not discriminatory on its face, as it could have been made in reference to any male or female employee seeking promotion. Nor is it placed in any context that makes it so. In addition, because Houseman is the same person who hired Evans, there is a powerful inference that the failure to promote her was not motivated by discriminatory animus. Proud v. Stone, 945 F.2d 796, 798 (4th Cir.1991); see also Mitchell, 12 F.3d at 1318. Evans also submitted her own affidavit, mostly made up of conclusory statements about her qualifications and the deficiencies of her colleagues. However, Evans's own naked opinion, without more, is not enough to establish a prima facie case of [ ]discrimination. Goldberg, 836 F.2d at 848. For Evans to prevail, then, it must be by using the proof scheme established in McDonnell Douglas. 15 Under that three-step framework, the plaintiff-employee must first prove a prima facie case of discrimination by a preponderance of the evidence. If she succeeds, the defendant-employer has an opportunity to present a legitimate, non-discriminatory reason for its employment action. If the employer does so, the presumption of unlawful discrimination created by the prima facie case drops out of the picture and the burden shifts back to the employee to show that the given reason was just a pretext for discrimination. St. Mary's Honor Ctr. v. Hicks, 509 U.S. 502, 511, 113 S.Ct. 2742, 2749, 125 L.Ed.2d 407 (1993); Ennis v. National Ass'n of Bus. & Educ. Radio, 53 F.3d 55, 57-58 (4th Cir.1995). The plaintiff always bears the ultimate burden of proving that the employer intentionally discriminated against her. Texas Dep't of Community Affairs v. Burdine, 450 U.S. 248, 253, 101 S.Ct. 1089, 1093-94, 67 L.Ed.2d 207 (1981); Hughes v. Bedsole, 48 F.3d 1376, 1384 (4th Cir.), cert. denied, --- U.S. ----, 116 S.Ct. 190, 133 L.Ed.2d 126 (1995). Based on the record before us, Evans has failed to satisfy her obligation. 16 To establish a prima facie case of disparate treatment, Evans must prove a set of facts enabling the court to conclude that it is more likely than not that TAS's failure to promote her was motivated by discrimination. Ennis, 53 F.3d at 58. She must show by a preponderance of the evidence that (1) she is a member of a protected class; (2) her employer had an open position for which she applied or sought to apply; (3) she was qualified for the position; and (4) she was rejected for the position under circumstances giving rise to an inference of unlawful discrimination. Burdine, 450 U.S. at 253, 101 S.Ct. at 1093-94; Carter v. Ball, 33 F.3d 450, 458 (4th Cir.1994); McNairn v. Sullivan, 929 F.2d 974, 977 (4th Cir.1991). While the evidence creates a close call as to Evans's qualification for the QCS position, we must remember that the burden of establishing a prima facie case of disparate treatment is not onerous. Burdine, 450 U.S. at 253, 101 S.Ct. at 1094. Thus, for purposes of this appeal, we find that Evans has satisfied the relatively easy test of showing that she, a qualified applicant, was rejected under circumstances which give rise to an inference of unlawful discrimination. Young v. Lehman, 748 F.2d 194, 197 (4th Cir.) (internal quotations and citations omitted), cert. denied, 471 U.S. 1061, 105 S.Ct. 2126, 85 L.Ed.2d 489 (1985). 17 Our inquiry is not over, however, for TAS has articulated legitimate, non-discriminatory reasons for choosing a man to fill the QCS position instead of Evans. The company offered substantial evidence that management considered Evans not yet ready for a supervisory position, including the September 1992 performance review indicating that while she was good at her job, Evans had problems with moodiness, Evans's February 1993 reprimands, and Houseman's statements that Evans lacked the education and training needed for the QCS position. In addition, TAS provided proof that company officials decided for financial reasons to eliminate the QCS position by merging it into another position, and then did so by assigning the QCS duties to Lewis, the person they considered best qualified to assume the QCS tasks. Unlike Evans and Samuel, Lewis was well-versed in computer hardware and software and possessed prior supervisory experience. He also had seniority in the company, having joined it in 1982. 18 Job performance and relative employee qualifications are widely recognized as valid, non-discriminatory bases for any adverse employment decision. See Burdine, 450 U.S. at 258-59, 101 S.Ct. at 1096-97; Young, 748 F.2d at 198. Because the employer has discretion to choose among equally qualified candidates provided the decision is not based upon unlawful criteria, Wileman v. Frank, 979 F.2d 30, 38 (4th Cir.1992) (citing Burdine, 450 U.S. at 259, 101 S.Ct. at 1096-97), Evans must present proof that the company's explanation is pretextual and that she was the victim of intentional discrimination. Hughes, 48 F.3d at 1384; Wileman, 979 F.2d at 33. In a failure to promote case, the plaintiff must establish that she was the better qualified candidate for the position sought. Gairola v. Virginia Dep't of Gen. Servs., 753 F.2d 1281, 1287 (4th Cir.1985); Young, 748 F.2d at 198. 19 Evans's evidence falls far short of that needed to overcome summary judgment. She has failed to show that she was more qualified for the promotion than the man selected or that, as between her sex and TAS's explanation, her sex was the more likely reason for her failure to be promoted. While a Title VII plaintiff may present direct or indirect evidence to support her claim of discrimination, unsupported speculation is insufficient. Felty v. Graves-Humphreys Co., 818 F.2d 1126, 1128 (4th Cir.1987); Ballinger, 815 F.2d at 1005. Evans's unsubstantiated allegations and bald assertions concerning her own qualifications and the shortcomings of her co-workers fail to disprove TAS's explanation or show discrimination. See Goldberg, 836 F.2d at 848 (plaintiff's own opinions and conclusory allegations do not have sufficient probative force to reflect a genuine issue of material fact); Lovelace v. Sherwin-Williams Co., 681 F.2d 230, 245 (4th Cir.1982); Smith v. Flax, 618 F.2d 1062, 1067 (4th Cir.1980); Douglas v. PHH FleetAmerica Corp., 832 F.Supp. 1002, 1010 (D.Md.1993). The evidence shows that Evans was treated like the only other similarly situated individual at TAS--Samuel also held the position of inspector and was denied the opportunity to apply for the QCS opening--and that her supervisor thought she did not merit a promotion. The demonstrated facts remain therefore that TAS management found Lewis to be the most qualified employee and shifted to him the QCS responsibilities. Evans simply has failed to demonstrate that she was more qualified than that employee and thus more deserving of the duties. It is the perception of the decision maker which is relevant, not the self-assessment of the plaintiff. Smith, 618 F.2d at 1067. Based on our review of the record, then, we find that Evans has failed to demonstrate a genuine issue for trial.
20 As a general rule, summary judgment is appropriate only after adequate time for discovery. Celotex Corp. v. Catrett, 477 U.S. 317, 322, 106 S.Ct. 2548, 2552, 91 L.Ed.2d 265 (1986); Temkin v. Frederick County Comm'rs, 945 F.2d 716, 719 (4th Cir.1991), cert. denied, 502 U.S. 1095, 112 S.Ct. 1172, 117 L.Ed.2d 417 (1992). [S]ummary judgment must be refused where the nonmoving party has not had the opportunity to discover information that is essential to his opposition. Anderson, 477 U.S. at 250 n. 5, 106 S.Ct. at 2511 n. 5. Evans first argues not only that the principle is a hard and fast rule, but also that her lack of discovery placed extra burdens on TAS to prove that there was no issue for trial. However, she has provided no legal support for her contentions. 21 We have held that the nonmoving party cannot complain that summary judgment was granted without discovery unless that party had made an attempt to oppose the motion on the grounds that more time was needed for discovery or moved for a continuance to permit discovery before the district court ruled. See Nguyen, 44 F.3d at 242. Federal Rule of Civil Procedure 56(f) permits a court to deny summary judgment or to order a continuance if the nonmovant shows through affidavits that it could not properly oppose a motion for summary judgment without a chance to conduct discovery. We, like other reviewing courts, place great weight on the Rule 56(f) affidavit, believing that [a] party may not simply assert in its brief that discovery was necessary and thereby overturn summary judgment when it failed to comply with the requirement of Rule 56(f) to set out reasons for the need for discovery in an affidavit. Nguyen, 44 F.3d at 242 (citing Hayes v. North State Law Enforcement Officers Ass'n, 10 F.3d 207, 215 (4th Cir.1993)); see also Rohrbough v. Wyeth Labs., Inc., 916 F.2d 970, 972 n. 3 (4th Cir.1990) (if plaintiffs arguing that summary judgment was premature because they had inadequate time for discovery were genuinely concerned, then they should have sought relief under Rule 56(f)). The Second Circuit Court of Appeals has similarly explained that [a] reference to Rule 56(f) and to the need for additional discovery in a memorandum of law in opposition to a motion for summary judgment is not an adequate substitute for a Rule 56(f) affidavit ... and the failure to file an affidavit under Rule 56(f) is itself sufficient grounds to reject a claim that the opportunity for discovery was inadequate. Paddington Partners v. Bouchard, 34 F.3d 1132, 1137 (2d Cir.1994) (internal citations omitted). 22 The record shows that Evans never filed any discovery requests, moved for a continuance so she could conduct discovery, or filed an affidavit as required by Rule 56(f). In short, Evans never informed the district court that she needed time to develop the factual record so that she could properly oppose TAS's motion. Evans concedes that she did not file an affidavit in accordance with Rule 56(f) but argues that she made her discovery concerns known in her memorandum in opposition to TAS's summary judgment motion by noting her lack of discovery in two passages. 4 While Evans's memorandum refers to her lack of discovery, the effort is insufficient to compel denial of TAS's summary judgment motion. 23 While courts generally are concerned about granting summary judgment when the opposing party has not had a fair opportunity to discover essential information, they reasonably expect notification and explanation when more time for discovery is needed. In light of Evans's failure to take any affirmative steps regarding discovery, we do not find the district court's grant of summary judgment to TAS improper.