Opinion ID: 621469
Heading Depth: 4
Heading Rank: 2

Heading: Voluntary Resignations and Other Evidence

Text: The voluntary resignation of thirteen attorneys prior to Duke’s termination of Gambill and French is not evidence of pretext. Gambill asserts that Manly’s January 18, 2006 memo reflected a final determination of the legal department’s size; therefore, she contends that Duke’s goals were satisfied by the voluntary departures. However, Manly’s memo was not a final determination of the legal department’s size; in fact, the memo stated that further revisions were likely “as we develop a better understanding of our clients’ organizations.” Because a reduction in force following a merger is ordinarily an iterative process, Manly’s memo could only be a preliminary indication of anticipated reductions. Further, plaintiffs’ citation of the testimony of Tim Verhagen, then Vice President of Duke’s Human Resources Department, does not change this conclusion. Verhagen testified that if a hypothetical company wanted a reduction in force of ten people, and ten people volunteered to resign, there would be no need for involuntary separations. However, Verhagen also noted that RIFs were usually intended to “achieve the optimal organization going forward,” based on the skills and competencies needed in the new organization and not by the raw numbers of employees. Accordingly, even if Duke initially believed a twelve-attorney reduction in force was sufficient, the fact that it found it necessary to terminate an additional nine attorneys does not support a discriminatory inference. - 14 - No. 10-3333 Gambill v. Duke Energy Corp. Plaintiffs use a single paragraph to list evidence that similarly fails to show pretext: a purported pattern of hiring younger employees and the supposed OWBPA violation. Their perfunctory treatment of these arguments constitutes a waiver. Langley v. DaimlerChrysler Corp., 502 F.3d 475, 483 (6th Cir. 2007). iii. Cost Savings in Relation to French’s Termination The purported increase in costs following French’s termination is not evidence that his termination was pretextual. French was terminated to align the new legal department with Duke’s then-existing model, where paralegals and outside counsel performed the duties previously performed by French. Plaintiffs provide no evidence that this realignment increased costs. Even if the costs did increase, “[i]t is not the prerogative of the courts to engage in the post-hoc management of the employer’s internal affairs by second-guessing how personnel could have been more equitably allotted, or cost-savings better realized.” Norbuta v. Loctite Corp., 1 F. App’x. 305, 314 (6th Cir. 2001). At most, French has offered evidence that Duke did not make a prudent business decision, which does not support an inference that Duke’s proffered reason for French’s termination had no basis in fact, did not actually motivate the defendant’s challenged conduct, or was insufficient to warrant the challenged conduct.