Opinion ID: 2998119
Heading Depth: 3
Heading Rank: 1

Heading: Isbell’s retaliation claim.

Text: As with other employment-related claims (discrimination for instance), a plaintiff may proceed with a claim of retaliation pursuant to either the direct or indirect method. Luckie v. Ameritech Corp., 389 F.3d 708, 714 (7th Cir. 2004). In this case, however, because Isbell has offered no evidence of retaliation under the direct method, we proceed to the Nos. 04-2310 & 04-2365 7 indirect method. This method requires Isbell to show: “(1) she engaged in statutorily protected activity; (2) she was performing her job according to [Allstate’s] legitimate expectations; (3) despite her satisfactory performance, she suffered an adverse employment action; and (4) she was treated less favorably than similarly situated employees who did not engage in statutorily protected activity.” Id. Given the standard we have just recited, Isbell appears to throw in the towel when she admits in her opening brief to this court that “her employment was [not] terminated in retaliation for protected activity.” Instead, Isbell advances a novel theory of retaliation, claiming that Allstate retaliated against her when it refused her “the opportunity to work for Allstate albeit under a different contract unless she signed the release.” Isbell thus argues that Allstate could not require her to sign the Release as a condition to becoming an independent contractor with the Company. Isbell was not a victim of retaliation. Her reason for termination was the same for all employees at Allstate who were similarly situated. She had four options. Three of those options had various incentives and benefits in exchange for the release. In order to be valid, a release, like all agreements, must be supported by consideration. See, e.g., 29 U.S.C. § 626(f)(1)(D) (stating that for a release to be valid under the Older Workers Benefits Protection Act, a release must be supported by consideration). An employee who refuses to sign a release will not be offered the same deal as a terminated employee who is willing to sign the release. It is also clear that Isbell did not lose her job, because she refused to sign the Release. She lost her job for the same reason 6,400 other employee agents of Allstate lost theirs, including those who signed the Release—because Allstate had decided to eliminate all employee agent positions with the Company. Isbell’s fellow plaintiff Schneider signed the 8 Nos. 04-2310 & 04-2365 Release, yet he too lost his job as an employee agent. The district court did not err in granting summary judgment in Allstate’s favor on Isbell’s claim of retaliation.