Opinion ID: 1301580
Heading Depth: 2
Heading Rank: 2

Heading: Facial legitimacy of the explanations for the layoffs

Text: Moving to the next stage of the analysis, we conclude that Eagle Produce did not offer a legitimate, non-discriminatory explanation for the layoff of Diaz. To suffice under McDonnell Douglas, an employer's explanation must explain why the plaintiff in particular was laid off. Davis v. Team Electric Co., 520 F.3d 1080, ____ (9th Cir.2008); see also McDonnell Douglas Corp., 411 U.S. at 803, 93 S.Ct. 1817 (concluding that the employer-petitioner satisfied its burden at this stage by specifying [the employee's] participation in unlawful conduct . . . as the cause for his rejection). On its own, the explanation that Diaz was discharged as part of a general reduction in force fails this requirement. Workforce reduction explains why Eagle Produce laid off a group of its workers, but it does not explain why Diaz was chosen to be part of that group. Because no other explanation was given with respect to Diaz, Eagle Produce failed to satisfy its burden at stage two on his claim, and summary judgment was inappropriate. [5] Eagle Produce did, however, provide legitimate, non-discriminatory explanations for the layoffs of Moreno and Mancilla by stating that they were each chosen to be part of the reduction in force because of damage caused to company property. Those explanations were individualized, unlike the explanation given to Diaz, and reflected concerns about job performance unrelated to the workers' protected status. See Pottenger v. Potlatch Corp., 329 F.3d 740, 746 (9th Cir.2003) (performance-related concerns satisfied stage two under the McDonnell Douglas framework). The presumption of discrimination that was created by the prima facie cases accordingly disappears with respect to Moreno and Mancilla. Wallis, 26 F.3d at 892.