Opinion ID: 1188829
Heading Depth: 4
Heading Rank: 5

Heading: Upshaw's termination

Text: Following the foregoing events, James Brooks sent Taylor a second request for disciplinary action concerning Upshaw. On March 22, 2005, following Brooks's submission of a draft of the request, Taylor emailed Brooks, stating: Looks like we are gunny-saking [sic] her. (JA 785.) Taylor explained at deposition that he had made the comment because he knew Ford had a good case, and he wanted Brooks to take out everything that was not germane to the four allegations so that it did not look like Ford was firing Upshaw unfairly. Brooks finalized the request on March 23, 2005, and sought Upshaw's termination based on a combination of the following four incidents(1) falsification of company records by under-reporting scrap; (2) harassment and retaliation against Gibson for refusing to falsify the scrap count; (3) multiple violations of company safety policy related to PMHVs and repeated failures to wear a required safety vest; and (4) insubordination. The request further provided: Ms. Upshaw has been non-responsive to the counseling, management has been unable to convince her that she is in need of improvement of her interpersonal skills, establishing teamwork and developing working relationships with those around her. These four incidents are examples of Ms. Upshaw's total disregard of Company policies and requirements and of the behaviors required of a supervisor ... The combination of issues outlined herein should certainly support the Plant's request for termination. (JA 753.) The request also specified that Human Resources had not considered Upshaw's EEOC claims in recommending her termination. Taylor reviewed the request and gave his approval, and Upshaw was terminated, effective March 29, 2005.