Opinion ID: 161081
Heading Depth: 2
Heading Rank: 2

Heading: Claim for Discriminatory Discharge

Text: 39 If an individual has a protected disability, she may establish prima facie case of discriminatory discharge under the ADA by demonstrating that: (1) she was qualified, with or without reasonable accommodation, to perform the essential functions of her job; and (2) her employer terminated her employment under circumstances giving rise to an inference that the action was based on her disability. See Morgan v. Hilti, Inc., 108 F.3d 1319, 1323 (10th Cir. 1997). In order to establish this final element, the plaintiff must present some affirmative evidence that disability was a determining factor in the employer's decision. Id. (citing Ennis v. National Ass'n of Bus. & Educ. Radio, Inc., 53 F.3d 55, 59 (4th Cir. 1995)) This burden is not onerous, but it is also not empty or perfunctory. Id. (internal quotation marks omitted). 40 If the plaintiff establishes a prima facie case of ADA discrimination, the burden shifts to the employer to offer a legitimate, nondiscriminatory reason for the challenged action. See Butler v. City of Prairie Village, Kan., 172 F.3d 736, 747 (10th Cir. 1999) (citing McDonnell Douglas Corp. v. Green, 411 U.S. 792, 802 (1973)). If the defendant articulates such a reason, then the plaintiff may prove that it is merely a pretext for unlawful discrimination on the basis of her disability. Id. At all times, the plaintiff retains the ultimate burden of proving such discrimination. Id. 41 In this case, MIC argued that it was entitled to summary judgment because it provided a legitimate reason for Ms. Selenke's discharge--her repeated conflicts with other employees (some of which were witnessed by patients). MIC offered evidence in support of that contention, primarily the affidavits and deposition testimony of Ms. Selenke's supervisors (Ms. Shatzer and Ms. Wright). As noted above, the supervisors explained that between December 1996 through April 1997, three different employees complained about Ms. Selenke's conduct. One resigned, citing Ms. Selenke's conduct as the reason, and the supervisors were concerned about losing other employees. On appeal, MIC contends that, even if the district court erred in concluding that Ms. Selenke was not protected by the ADA, this legitimate reason for the termination of her employment nevertheless establishes that it is entitled to summary judgment on her discrimination claim. 6 42 In response to MIC's summary judgment motion, Ms. Selenke did not offer evidence rebutting the MIC supervisors' testimony that she became involved in conflicts with three other employees during the months preceding her termination. Instead, she challenged MIC's contention that these incidents provided a legitimate basis for discipline and, ultimately, for termination. She reasserts that argument on appeal. 43 In particular, Ms. Selenke contends that the employee with whom she argued in December 1996 (about the need to complete paperwork before conducting a mammogram) overreacted to the incident. She asserts that the employee had problems with interpersonal relationships and had difficulty following instructions. As to the second incident (in February 1996), Ms. Selenke points to evidence that the employee to whom she made an offensive comment herself made sexually explicit remarks in the workplace. Finally, Ms. Selenke notes that she apologized to the receptionist with whom she argued in April 1997 and that the receptionist was encouraged to complain to MIC supervisors by a third employee. 44 Ms. Selenke also cites testimony from other employees suggesting that it was Ms. Wright who incited conflicts with her. She notes that these employees observed that Ms. Wright badgered and picked on her and thrived on causing her to bounce off the walls. See Aplt's Reply Br. at 22 (quoting Aplt's App. vol. III at 738-39, vol. IV at 781). 45 Finally, Ms. Selenke argues that the timing of her termination suggests that MIC acted with discriminatory intent. She notes that, in an effort to determine the cause of Ms. Selenke's continuing sinus problems, her physician suggested in late March 1997 that MIC test its offices for molds and spores. She relayed this request to Ms. Wright. According to Ms. Selenke, the fact that MIC discharged her less than a month after she again raised the issue of her breathing difficulties is evidence that it discriminated against her on the basis of her disability. 46 Upon review of the record, we conclude for several reasons that the district court's grant of summary judgment to MIC on Ms. Selenke's ADA discriminatory discharge claim was proper. First, although we agree with Ms. Selenke that the timing of her discharge--within a month of her request for additional testing of her work environment--provides some support for her claim, that evidence indicates at most that she has established a prima facie case. See Butler, 172 F.3d at 752 (noting that protected conduct closely followed by adverse action may justify an inference of retaliatory motive) (internal quotation marks omitted). However, when a defendant articulates a reason for terminating the plaintiff's employment, establishing a prima facie case is not sufficient to avoid summary judgment. Instead, the plaintiff must offer evidence that the defendant's reason is a pretext for discrimination. See Connor v. Schnuck Markets, Inc., 121 F.3d 1390, 1396 (10th Cir. 1997) (stating that even though a plaintiff has established a prima facie case, the defendant is entitled to summary judgment unless the plaintiff produces either direct evidence of discrimination or evidence that the defendant's proffered reason for the action taken was pretextual); see also Anderson v. Coors Brewing Co., 181 F.3d 1171, 1179 (10th Cir. 1999) (affirming grant of summary judgment to an employer because, even assuming that the plaintiff established a prima facie case, she could not prove that the proffered reason for terminating her was pretextual). 47 We therefore turn to Ms. Selenke's contention that the reasons given by MIC for her termination were a pretext for discrimination. When assessing a contention of pretext, we examine the facts as they appear to the person making the decision to terminate [the] plaintiff. Kendrick v. Penske Transp. Servs., Inc., 220 F.3d 1220, 1231 (10th Cir. 2000); see also Shorter v. ICG Holdings, Inc., 188 F.3d 1204, 1209 (10th Cir.1999) (noting that it is the manager's perception of the employee's performance, and not the employee's subjective evaluation of her performance, that is relevant in determining pretext) (internal quotation marks omitted). We may not second guess the business judgment of the employer. Simms v. Oklahoma ex rel. Dept. of Mental Health & Sustance Abuse Servs., 165 F.3d 1321, 1330 (10th Cir.), cert. denied, 528 U.S. 815 (1999). Instead, the relevant question is whether the reason articulated by the employer was the real reason for the challenged action. 48 Applying these principles, we conclude that Ms. Selenke has failed to offer evidence from which a reasonable factfinder could conclude that MIC's reasons for terminating her employment were pretextual. Her efforts to minimize the significance of her conflicts with her co-employees merely establishes that her view of appropriate management contrasts with that of MIC's supervisors. Similarly, the testimony of other employees that Ms. Wright incited conflicts with Ms. Selenke does not constitute evidence of discriminatory motive. Ms. Selenke presented no evidence that Ms. Wright treated Ms. Selenke differently than other employees with similar difficulties in performing their jobs or that Ms. Wright's treatment of her was based on her disability rather than a personality conflict or other factors. See Hawkins v. Pepsico, Inc., 203 F.3d 274, 280-81 (4th Cir. 2000) (concluding that evidence of a personality conflict between the plaintiff and a supervisor did not constitute evidence of racial discrimination); Pilgrim v. Trustees of Tufts College, 118 F.3d 864, 871 (1st Cir. 1997) (concluding that evidence of a clash of personalities was insufficient evidence of racial and national origin discrimination); Archuleta v. Colorado Dept. of Inst., 936 F.2d 483, 487-88 (10th Cir. 1991) (concluding that evidence that the plaintiff had personality conflicts with several co-workers constituted insufficient evidence that the defendant had a retaliatory motive). Accordingly, the record supports the district court's grant summary judgment to MIC on Ms. Selenke's claim for discriminatory discharge under the ADA. 49