Opinion ID: 797387
Heading Depth: 3
Heading Rank: 1

Heading: Basic Retaliation Law

Text: 20 Because Strong's retaliation claims are based on a pretext theory, our analysis is governed by the well-known McDonnell Douglas test and its burden-shifting framework. Septimus v. Univ. of Houston, 399 F.3d 601, 608 (5th Cir.2005). Thus, to start, Strong must make a prima facie showing that her termination was retaliatory. Id. at 607. For summary judgment purposes only, UHS conceded at the district court that Strong made a prima facie showing. 21 The burden then shifts to UHS to state a legitimate, non-discriminatory reason for firing Strong. Id. UHS points to the long list of occurrences between October 2003 and March 2004, and Strong does not dispute that such occurrences provide an adequate, legal reason for termination. 22 Finally, the burden shifts back to Strong. Id. Her ultimate burden is to show pretext; that is, to prove by a preponderance that UHS fired her not for its stated reasons, but in retaliation for her gender discrimination complaint against Dr. Slakey. See id.