Opinion ID: 761503
Heading Depth: 2
Heading Rank: 3

Heading: Suzanne Marcy's Claim

Text: 55 Marcy claimed that Delta's reason for terminating her--intentional falsification of payroll records--rested on a mistaken interpretation of the facts. She did not allege that such a reason was invalid under the WDEA, or that Delta had acted in bad faith by using that reason as a pretext for some other illegitimate reason. Thus, once Marcy offered sufficient evidence to raise a genuine issue of material fact that her recording errors were unintentional, the case properly went before a jury to determine that factual issue. See Morton, 868 P.2d at 580. Marcy was not required to prove that Delta had acted in bad faith because that issue was irrelevant to whether Delta was mistaken. 56 Marcy raised a genuine issue of fact on whether she acted intentionally. Before her discharge, she was generally rated as an outstanding employee, and she offered evidence that mistakes were common in Delta's payroll system. Further, she offered evidence that Delta supervisors would consult employees about any discrepancies between the DAR and DWS. Whether Marcy intentionally entered mistaken payroll entries on her DAR squarely presented a factual issue for the jury, which found in favor of Marcy, and on appeal Delta does not challenge that verdict as against the weight of the evidence. 57 Because we hold that Marcy was not required to prove that Delta's stated reason for her discharge was pretextual, we conclude that the district court did not err in denying Delta's motion for judgment as a matter of law, or alternatively, for a new trial. Because we affirm the district court on these grounds, we decline to reach the district court's alternative bases for denying Delta's motions. AFFIRMED. 4