Opinion ID: 1042298
Heading Depth: 3
Heading Rank: 1

Heading: Ion’s Absences and Poor Performance

Text: In its opinion, the district court considered persuasive the fact that Chevron had begun the disciplinary process against Ion well before he applied for FMLA leave. We believe, however, that evidence of Ion’s alleged unexcused absences and poor performance fails to satisfy Chevron’s burden. While it is true that Chevron disciplined Ion for his absences and poor performance prior to his application for FMLA leave, it is also true that Chevron’s disciplinary response for these actions had already been determined. Chevron’s claim that it would have fired him based on his absences and poor performance is disingenuous and contradicted by the evidence. Chevron had the opportunity to fire Ion based on these deficiencies and chose not to do so. As discipline, Chevron elected to suspend Ion for five days and place him on a PIP/AIP. Significantly, Chevron did not indicate to Ion that it was considering further discipline for his prior absences and performance.13 Instead, Chevron gave Ion a final warning, implying that he had at least one more opportunity to retain his employment. Moreover, Ogborn testified during his deposition that if Ion had returned to work on March 23, 2009, Chevron would have reinstated him. For these reasons, we believe that evidence of Ion’s absences and poor performance prior to his suspension does not satisfy Chevron’s burden to prove that it would have fired Ion despite its retaliatory motive. 13 Although the PIP/AIP contained language about the possibility of further disciplinary action, it suggested that such action would be based on future failure to make significant and sustainable progress. Because Ion was terminated before returning to work, he was not afforded an opportunity to comply with the PIP/AIP. 20 Case: 12-60682 Document: 00512388400 Page: 21 Date Filed: 09/26/2013 No. 12-60682