Opinion ID: 170360
Heading Depth: 3
Heading Rank: 2

Heading: Pretext Theory of Retaliation

Text: Ms. Fye can also prove her retaliation claim indirectly, invoking the McDonnell Douglas framework. Under this familiar framework, Ms. Fye must first establish a prima facie case of retaliation by showing (1) she engaged in protected opposition to Title VII discrimination; (2) she suffered an adverse employment action; and (3) there is a causal connection between the protected activity and the adverse employment action. Meiners v. Univ. of Kan., 359 F.3d 1222, 1229 (10th Cir.2004). If Ms. Fye makes the prima facie showing, the OCC must proffer a legitimate, nondiscriminatory reason for her termination. Id. Ms. Fye then has the burden of demonstrating that the OCC's asserted reasons for her termination are pretextual. Id. Ms. Fye has presented evidence sufficient to create a prima facie case of retaliation. First, Ms. Fye contends that she complained of Mr. Daxon's alleged sexual harassment of her and others at a meeting on February 24, 2003 with Commissioner Bode. At the summary judgment stage, we must draw all inferences in her favor, and we have noted that [p]rotected opposition can range from filing formal charges to voicing informal complaints to superiors. Hertz v. Luzenac Am., Inc., 370 F.3d 1014, 1015 (10th Cir.2004). Thus, her complaint unquestionably constitutes protected activity. Second, Ms. Fye has presented evidence sufficient to establish a causal connection between this protected activity and her termination, which is clearly an adverse employment action. For purposes of establishing a prima facie case of retaliation, a plaintiff can establish a causal connection by temporal proximity between the protected activity and adverse action. See Haynes v. Level 3 Commc'ns, LLC, 456 F.3d 1215, 1228 (10th Cir.2006) (stating that a plaintiff can establish a causal connection by presenting evidence that protected conduct [was] closely followed by adverse action). On February 28, 2003, Ms. Fye informed Mr. Daxon that she had discussed his actions with Commissioner Bode. The close temporal proximity between Ms, Fye's meeting with Commissioner Bode and her termination  less than two weeks  is alone sufficient to establish a causal connection between her protected activity and termination. See Argo v. Blue Cross &, Blue Shield of Kan., Inc., 452 F.3d 1193, 1202 (10th Cir.2006) (holding that twenty-four days is sufficient to infer existence of causal connection). Because Ms. Fye has satisfied her burden to establish a prima facie case of retaliation, the OCC must proffer a legitimate, nondiscriminatory reason for her termination. Establishing a legitimate, nondiscriminatory reason is a burden of production and can involve no credibility assessment. See Reeves v. Sanderson Plumbing Prods., Inc., 530 U.S. 133, 142, 120 S.Ct. 2097, 147 L.Ed.2d 105 (2000) (quotation omitted). The OCC contends that it terminated Ms. Fye based on the demands set forth in her March 4 letter, which ultimately caused Mr. Daxon to lose confidence in her ability to work closely with Mr. Musser and himself at a time when it was critical that there be a spirit of cooperation and team work, particularly among management. This is a legitimate, nondiscriminatory reason for Ms. Fye's termination, and Ms. Fye has the burden of demonstrating that this proffered explanation is a pretext for retaliation. To show pretext, Ms. Fye must produce evidence of such weaknesses, implausibilities, inconsistencies, incoherencies, or contradictions in the employer's proffered legitimate reasons for its action that a reasonable factfinder could rationally find them unworthy of credence and hence infer that the employer did not act for the asserted non-discriminatory reasons. Argo, 452 F.3d at 1203 (quotations omitted). The OCC contends that it terminated her employment because the demands included in her March 4 letter would prevent it from functioning in a timely and efficient manner. On appeal, Ms. Fye does not assert the pretext arguments she made before the District Court, [7] and she has failed to present any evidence that casts doubt on the OCC's proffered explanation. The fact that Mr. Daxon testified in his deposition that he did not view Ms. Fye's March 4 letter as a sufficient act of insubordination to warrant firing her does not establish pretext. The OCC never suggested that it fired Ms. Fye because it viewed her as insubordinate.