Opinion ID: 3015330
Heading Depth: 2
Heading Rank: 2

Heading: Reasons for Discharge

Text: Having found that Hugh did not demonstrate a prima facie case, the District Court did not reach the question of whether the YMCA’s reasons for termination were pretextual. The YMCA argues that even if a prima facie case has been established, the reasons for termination were legitimate and non-discriminatory. Our review of the record does not bear out such a conclusion. 7 When a plaintiff, who was hired despite not possessing the objective qualifications listed in a job description, does not subsequently adequately perform her job, the employer can terminate the employee for performance-based reasons. For that termination to be proper, however, it must not be based on discriminatory motives. For example, if a supervisor had filed reports of unsatisfactory performance or had conversations with the employee about unsatisfactory performance before the termination occurred, that evidence would support a non-discriminatory finding. If, however, there was no such evidence and there was evidence of discriminatory behavior, then the employer’s performancebased reasons could be found to be pretextual. If there are issues of fact with regard to either evidence of negative performance reviews or discriminatory behavior, then the determination of the disputed facts must go to the jury. In this case, the record does not reflect any complaints or warnings to Hugh regarding her performance, despite the fact that the YMCA Employee Handbook requires supervisors to attempt to resolve problems through counseling or complaints prior to termination. In addition, Hugh has presented evidence of a series of interactions with her supervisors that suggest discriminatory motives. Specifically, the male members of the Advisory Council, the body to which Hugh reported, made program decisions without consulting Hugh, spoke around her at meetings, went to Hugh’s male predecessor instead of her with questions, and generally treated Hugh with disrespect. In addition, the President of the Advisory Council refused to return Hugh’s phone calls, a practice he did not engage in with Hugh’s male predecessor. Finally, Hugh’s male supervisor, who was also her 8 predecessor, had a series of conversations with Hugh focusing on the difference her gender would make in her new position, and specifically told Hugh that she should not take over his responsibilities interacting with the local Rotary Club. The YMCA contends that there were two reasons for Hugh’s discharge. First, in its pleadings in this case, the YMCA stated that it terminated Hugh because she did not have the requisite qualifications for her position. As discussed above, an employer cannot choose to promote an employee despite a known lack of qualifications and then rely on the lack of those qualifications as a reason for termination. Rather, the YMCA must show reasons for terminating Hugh based on her performance in the position. Second, when the YMCA terminated Hugh, she was told that she was being terminated for poor performance, specifically for cancelling a meeting, not wearing appropriate attire to a meeting, and failing to order a new sign for the program. Prior to her termination, Hugh was never approached regarding these problems. In addition, Hugh presents evidence that these reasons are not entirely supported by the record, including evidence that Hugh had made alternate arrangements for the meeting, which was ultimately cancelled by her supervisor, and evidence that Hugh did order the new sign, but it had not yet been delivered. Thus, as Hugh has presented evidence supporting the reasonable inference that the YMCA’s reasons for her termination are pretextual, there are issues of fact regarding the reasons for Hugh’s termination. Viewing the evidence in Hugh’s favor, there is far more than a scintilla of evidence supporting her claim that she was terminated for discriminatory reasons. Accordingly, it is proper for a jury to 9 view this evidence and resolve whether Hugh was terminated for reasons based on her performance or based on discriminatory motives.