Opinion ID: 2973451
Heading Depth: 3
Heading Rank: 2

Heading: Hayward

Text: On March 12, 2004, Hayward resigned her position with the department. She argues that this was a constructive termination such that it should be considered an adverse action. Even assuming that Hayward is right, however, she has not produced evidence sufficient to survive summary judgment on the issue of motivation. First, Hayward’s resignation occurred eleven months after the personal injury suits were 1 Holley also cites her testimony that Sheriff Bass nodded his head “yes” in response to her statement to him at the time of her termination that “you and I both know what this is about.” However, nowhere in the record does Holley state what inference the factfinder is to draw from this exchange. Moreover, proof of an employer’s discontent–or even “‘wrath’”–with his employee’s constitutionally protected speech is insufficient to prove retaliation. Vukadinovich v. Bd. of Sch. Trs. of N. Newton Sch. Corp., 278 F.3d 693, 700 (7th Cir. 2002) (quoting Love v. City of Chicago Bd. of Educ., 241 F.3d 564, 569 (7th Cir. 2001)). -7- filed. Such a long time lag between the speech and the adverse employment action is a strong indication that the action was not retaliatory. See, e.g., Timm v. Wright State Univ., 375 F.3d 418, 423 (6th Cir. 2004) (finding no First Amendment retaliation where the employer terminated the employee eight months after her protected conduct). Second, the circumstances surrounding Hayward’s resignation were extraordinary. In November 2003, an ex-inmate of the jail was killed in an automobile accident. At the time of the accident, he was driving Hayward’s car while intoxicated. An investigation revealed that Hayward had been romantically involved with the ex-inmate. Weeks later, the department investigated allegations that Hayward granted male prisoners unauthorized access to female prisoners. In January 2004, there was yet another investigation into allegations that Hayward was smuggling contraband into the jail. During the course of this investigation, Hayward admitted violating the department’s non-fraternization policy by passing notes between prisoners and giving prisoners food. The lead investigator recommended her termination. Sheriff Bass, however, decided to give her another chance. Thus, although Sheriff Bass had sufficient justification for terminating Hayward after her speech, he gave her a pass instead. Approximately one month later, a former jail inmate, who was Hayward’s then-boyfriend,2 was arrested for driving under the influence of alcohol (“DUI”) and driving without a license. An investigation revealed that the former inmate was driving Hayward’s car with her permission when he was arrested. Also, Investigator Dickey found in Hayward’s car a receipt for a money order Hayward had sent to a prisoner in a Tennessee state penitentiary. 2 Hayward admits the two were “in a relationship,” although it was not “exclusive.” -8- Investigator Dickey contacted a local prosecutor about Hayward’s potential criminal liability for DUI by allowance. The prosecutor advised Investigator Dickey that the case as described was “weak” and that to be successful the prosecutor “would need evidence that the corrections officer gave the individual the keys to her car knowing he was intoxicated.” The prosecutor also indicated that, in any event, the proper venue for any criminal action would be in neighboring Lawrence County. Investigator Dickey then interviewed Hayward and, according to Hayward’s testimony, advised her that Sheriff Bass and Chief Deputy Porterfield would likely “forget about” the incident and not pursue criminal charges if she resigned. She tendered her resignation shortly thereafter. Taken together, the long time lag, the facts immediately surrounding Hayward’s resignation, and the lack of direct evidence of a retaliatory motive make clear that there is no genuine issue of fact that the reasons for the alleged constructive termination were not related to Hayward’s speech.