Opinion ID: 419216
Heading Depth: 2
Heading Rank: 4

Heading: Discrimination in First Level Supervisory Positions

Text: 31 During the relevant time frame, there were 76 openings for first level supervisors. Two of these openings (2.6% of the total) were filled by black females. Since the weighted average of black female representation in the EAST bargaining unit throughout the relevant time was 4.9%, it is Moore's contention that there should have been 3.7 (4.9% of 76) black female first level supervisors. We agree with the district court that the identification of a job position as supervisor implies at least a modicum of job-related experience. It was thus Moore's responsibility to identify a pool of employees eligible for supervisory positions who possessed the requisite experience. Moore presented no evidence of black females with appropriate skills who were available for promotion, transfer or hire into first line supervisory positions. 32 Close analysis of the evidence reveals that Moore would in any case be unable to create a prima facie case of disparate impact in these positions. Of the 76 supervisory openings, 11 were filled by persons from outside the EAST unit. One of these 11 (9.1%) was a black female. Of the 65 promotions, 17 went to salaried, non-EAST unit employees who primarily supervised other non-EAST, salaried employees. EAST unit employees were eligible for promotion to these supervisory positions over salaried employees only in a theoretical sense. Of the remaining promotions, all but eight involved promotions from jobs in which there were no black females eligible for promotion; of the remaining eight, one (12.5%) was given to a black female. This is not evidence of an employment practice having a significantly discriminatory impact. Connecticut v. Teal, --- U.S. ----, ----, 102 S.Ct. 2525, 2531, 73 L.Ed.2d 130 (1982). 33 Even if we were to accept Moore's contention that the percentage of black females selected as first level supervisors should equal the overall percentage of black females in the EAST unit, there is still insufficient evidence of significant discriminatory impact. Where the expected mean distribution of black females in a group of 76 persons could be achieved by an increase of less than two black females, we are unwilling to agree that a prima facie case of disparate impact has been proven. See Knutson v. Boeing Co., 655 F.2d 999, 1001 (9th Cir.1981) (where addition of one female among 19 or 20 openings would have resulted in percentage of females greater than in pool of potential applicants, no prima facie case of disparate impact). IV COSTS 34 Moore was assessed $2,624.25 in court costs as provided by Fed.R.Civ.P. 54(d). Moore argues that costs should be assessed against a Title VII plaintiff only under the same conditions that would permit an assessment of attorney's fees against the plaintiff. This court has already rejected Moore's suggestion. National Organization for Women v. Bank of California, 680 F.2d 1291, 1294 (9th Cir.1982). While we agree that a court may consider the limited resources of a Title VII plaintiff when assessing costs, id., we will only disturb an award of costs upon a showing of abuse of discretion. Id. Here, the only costs allowed were Hughes' $20 statutory docket fee and the deposition costs of nine persons identified by Moore as witnesses to be called at trial. An abuse of discretion has not been shown. We affirm the lower court's assessment of costs. V