Opinion ID: 178296
Heading Depth: 2
Heading Rank: 2

Heading: Reliability Engineer Position

Text: Vega avers that Wyeth's failure to hire him for the reliability engineer position violated USERRA. USERRA prohibits an employer from denying an employee a promotion based on the protected factors relating to military service. 38 U.S.C. § 4311(a). Though Wyeth claims that the reliability engineer position did not constitute a direct promotion, it concedes that the position carried higher pay, bonuses, and increased benefits  typical indicia of a promotion. Construing the statute broadly in Vega's favor, we find the reliability engineer position was a promotion for purposes of USERRA. Regarding Wyeth's motives for not hiring Vega for the position and instead hiring outside candidate Gloryvee Ramos (Ramos), Vega presented little evidence. While Vega had some knowledge about the position's requirements, he did not know who else applied for the position, those persons' qualifications, or why Wyeth recruited Ramos. What Vega did know was that his supervisors, Figueroa and Reinaldo Quiñones (Quiñones), were part of a panel that participated in the decision to hire Ramos. Vega further alleges that Figueroa informed him that he did not recommend Ramos because she was weak in the maintenance area. [5] Additionally, Vega expressed via affidavit a belief that he was better qualified than Ramos. Wyeth, on the other hand, put forth affidavit evidence from Figueroa and Quiñones that Ramos was selected for the position because she was the strongest candidate. [6] Figueroa also stated, contrary to Vega's assertion, that he personally recommended Ramos and agreed with the decision to hire her. The contradictory evidence does raise an issue as to whether Figueroa in fact recommended Ramos for the position. Nonetheless, the inner workings of the hiring panel are not relevant, so long as Vega's military status was not a motivating or substantial factor in Wyeth's decision not to hire him. See Velázquez-García, 473 F.3d at 17. Vega has put forth no evidence that it was, essentially relying only on his personal belief that he was more qualified. Vega's subjective belief is insufficient. See Shorette v. Rite Aid of Maine, Inc., 155 F.3d 8, 15 (1st Cir.1998) (An employee's personal opinion regarding his own job qualifications is not sufficiently probative on the issue of pretext in an employment discrimination action.). Vega is required to show evidence of discrimination other than the fact of non-selection and membership in the protected class. Sheehan v. Department of Navy, 240 F.3d 1009, 1015 (Fed.Cir.2001). He has not done so. As Vega has not satisfied his burden, Wyeth is entitled to summary judgment on this issue.