Opinion ID: 216851
Heading Depth: 2
Heading Rank: 3

Heading: Mathews's Retaliatory Demotion Claim

Text: Because we affirm summary judgment on Mathews's statutory claim of discriminatory demotion based on his failure to establish a prima facie case, only his claim of retaliatory demotion remains. The Agency moved the district court for summary judgment on this claim, arguing the chronology of events made it impossible for Mathews to establish a prima facie case of retaliatory demotion. The Agency further argued that, even if an otherwise sufficient showing of retaliation had been made, summary judgment was appropriate because Mathews had not presented evidence sufficient to overcome the weight of the arbitrator's finding that legitimate management concerns caused Mathews's demotion. These arguments were not reached because the district court granted full summary judgment against Mathews on waiver and preclusion grounds, but the Agency asserts them on appeal as an alternative basis to affirm the district court decision. For the reasons discussed above, the doctrines of waiver and preclusion do not apply to Mathews's retaliation claim, and we must now squarely address the Agency's alternative grounds for summary judgment. As with claims of discriminatory demotion, when a plaintiff relies solely upon indirect evidence to avoid summary judgment on a claim of retaliation, courts employ the burden-shifting framework of McDonnell Douglas, under which the plaintiff bears the initial burden of establishing a prima facie case. See Somoza v. Univ. of Denver, 513 F.3d 1206, 1211 (10th Cir.2008). To establish a prima facie case of retaliatory demotion, the plaintiff must make a showing that (i) he was engaged in protected activity, (ii) he suffered an adverse employment action, and (iii) there was a causal connection between the protected activity and the adverse action. See Timmerman v. U.S. Bank, 483 F.3d 1106, 1122-23 (10th Cir.2007). [5] Mathews contends that correspondence with his supervisors, in which he complains Agency management made personnel decisions based on improper consideration of race and ethnicity, precipitated his subsequent demotion from Unit Supervisor. The facts of Mathews's correspondence and demotion are not disputed, establishing the first two elements of his prima facie claim. The Agency, however, asserts the third prong, a causal connection between the two, cannot logically be established because the correspondence was not received by the Agency until after Mathews had been placed on paid administrative leave. The argument is not persuasive. The record shows Mathews was placed on administrative leave on June 17, 2005, and that his demotion was announced on July 1, 2005. It also shows Mathews had communicated his suspicions of discriminatory decision-making to his Agency supervisors by email on May 31, 2005, and by letter sometime after June 17, 2005, but before July 1. In arguing that no causal connection can be shown between the correspondence and Mathews's demotion, the Agency focuses solely upon the timing of the letter. This ignores the email, which was received well before the events giving rise to Mathews's placement on administrative leave. A causal connection is therefore not impossible to show. Furthermore, even if there had only been the one letter, it too was received by the Agency prior to its decision to demote Mathews. Although he had been placed on administrative leave prior to its receipt, there is no indication the decision to demote him had already been made. Mathews has satisfied his burden of showing a causal connection between his complaints and his subsequent demotion, and the requisite prima facie showing has thus been made. See St. Mary's Honor Ctr. v. Hicks, 509 U.S. 502, 506, 113 S.Ct. 2742, 125 L.Ed.2d 407 (1993) (holding that the burden of establishing prima facie case of discriminatory treatment may be satisfied by minimal showing). Under the McDonnell Douglas framework, the burden next shifts to the Agency to articulate some legitimate, non-discriminatory reason for Mathews's demotion. 411 U.S. at 802, 93 S.Ct. 1817. The Agency's proffered explanation namely, its doubts as to Mathews's suitability for the Unit Supervisor position suffices to satisfy this burden. The final burden therefore falls to Mathews, who must point to some admissible evidence showing that the Agency's proffered explanation is mere pretext. Kendrick, 220 F.3d at 1226. Mathews has presented some evidence that other employees were not demoted for their objectionable conduct. Such evidence can, in some circumstances, provide a sufficient showing that an employer's proffered explanation is pretextual to avoid summary judgment. The Agency, however, urges this court to hold Mathews to a more stringent standard in light of the arbitrator's prior adverse ruling. Specifically, the Agency cites to Second Circuit case law holding that, where a plaintiff's statutory discrimination or retaliation claims have previously been rejected in an arbitral proceeding following an evidentiary hearing and based upon substantial evidence, the plaintiff, to survive a motion for summary judgment, must present strong evidence that the decision was wrong as a matter of facte.g. new evidence not before the tribunalor that the impartiality of the proceeding was somehow compromised. Collins v. N.Y. City Transit Auth., 305 F.3d 113, 119 (2d Cir. 2002). We are asked to adopt this reasoning, and to hold Mathews's evidence per se insufficient to overcome the probative weight of the arbitrator's adverse ruling. This court has not adopted the Second Circuit's per se strong evidence standard, and there is no need to do so now. In Gardner-Denver, the Supreme Court counseled that, when evaluating a plaintiff's statutory discrimination claims arising out of the same facts as a previously arbitrated contract dispute, the arbitrator's prior decision may be admitted as evidence and accorded such weight as the court deems appropriate. 415 U.S. at 60, 94 S.Ct. 1011. The Court clarified that it could prescribe no fixed standard as to the probative weight accorded to such an arbitral decision, since this must be determined in the [trial] court's discretion with regard to the facts and circumstances of each case. Id. at 60 n. 21, 94 S.Ct. 1011; accord Barrentine, 450 U.S. at 743 n. 22, 101 S.Ct. 1437. Certainly, `[w]here an arbitral determination gives full consideration to an employee's [Title VII] rights, a court may properly accord it great weight,' but the court must also consider the `degree of procedural fairness in the arbitral forum, adequacy of the record with respect to the issue of discrimination, and the special competence of particular arbitrators.' Barrentine, 450 U.S. at 743 n. 22, 101 S.Ct. 1437 (quoting Gardner-Denver, 415 U.S. at 60 n. 21, 94 S.Ct. 1011). The Collins court, in fact, acknowledged as much before articulating its strong evidence standard. See 305 F.3d at 119 (citing cases). In light of the Supreme Court's clear directive to accord weight to prior arbitral decisions on a case-by-case basis, a per se standard is inappropriate and we will not affirm the grant of summary judgment on that basis.