Opinion ID: 2995191
Heading Depth: 2
Heading Rank: 1

Heading: Discharge-Direct Method

Text: Under the direct method, because Logan has conceded that she does not have direct evidence of discrimination (an acknowledgment of discriminatory intent by Kautex), Logan must offer circumstantial evidence sufficient to provide a basis for drawing an inference of intentional discrimination. See Troupe v. May Dep’t Stores Co., 20 F.3d 734, 736 (7th Cir. 1994). That is, we must be able to infer from the evidence that Logan was discharged because of her race or in retaliation for complaining of racial harassment. The three incidents that Logan points to are not enough to satisfy her burden. The first comment by Finley demeaning interracial dating was not even directed at Logan, but was made during a conversation among all the individuals on the assembly line. In fact, when Finley was told to shut up, he did so. Statements made in the context of random office banter . . . do not constitute evidence of intent to fire for an impermissible reason. Robin v. Espo Eng’g Corp., 200 F.3d 1081, 1089 (7th Cir. 2000). The second comment by Finley, that blacks could get lynched in a particular part of town, although we have no doubt it made Logan uncomfortable, was in no way causally related to the decisionmaking process, and therefore, does not support a finding that she was discharged because of her race. Id. The third comment that, Logan better get along with him if she wanted to keep her job, has no racial overtones but is pertinent because Finley actually participated in the vote as to whether to retain Logan. If Finley was the sole decisionmaker, Kautex would have a problem. However, five other people voted and all of them either mentioned Logan’s attitude or problem with being a team player, and three of those five specifically recommended that Kautex not hire her. Logan has failed to present any evidence that Finley’s vote counted more than the others, that he controlled the actions of the other co-workers, or that the other co-workers even knew that Logan had complained to management about Finley’s comments. Logan argues that Justice’s vote (another co-worker) is also suspect because Logan complained to Justice. But, again, there is no proof that Justice infected the process, and most importantly, Justice actually recommended that Kautex hire Logan. Because Logan has failed to create an inference that she was discharged because of her race or in retaliation for complaining, Logan has not satisfied her burden under the direct method of proof.