Opinion ID: 3044846
Heading Depth: 3
Heading Rank: 2

Heading: EEOC Claim and Alleged Retaliation

Text: Also on June 21, 2011, Green submitted her first charge of discrimination with the Equal Opportunity Employment Commission (“EEOC”). Green alleged sex discrimination based on Powers’s sexual harassment as well as retaliation. That retaliation claim concerned Green’s alleged removal from a Team Leader position following her complaints of sexual harassment. Following defendant Powers’s April 2011 promotion to Supervisor, plaintiff Green was told that she would become an “Active” or “Acting” Team Leader while Powers transitioned to the Supervisor position. Green was not told she would receive an increase in pay, and she did not receive formal training for the Team Leader position. Green performed some, but not all, of the functions of a Team Leader, and it was common for Team Members to perform the functions of Team Leaders when necessary, regardless of official status. 3 The district court order more thoroughly recounts the factual background of plaintiff Green’s reporting of the behavior and the subsequent investigation by defendant MOBIS. Green v. MOBIS Alabama, LLC, 995 F. Supp. 2d 1285, 1293-94 (M.D. Ala. 2014). Because plaintiff Green appeals only as to the alleged retaliatory termination, we need not here recount the course of the reporting and investigation. 4 Case: 14-11328 Date Filed: 05/26/2015 Page: 5 of 21 No official MOBIS records reveal Green was promoted to Team Leader. An unofficial telephone directory created by a receptionist identified Green as a Team Leader, but Green identified herself as a “Paint Color Tester” on a pre-request for FMLA leave and as a “Color Code Tester” on her EEOC intake form.