Opinion ID: 796108
Heading Depth: 2
Heading Rank: 3

Heading: Gordon's Discriminatory Discharge Claim

Text: 13 Gordon contends that Shafer's failure to hire him for the entire 2003 season constitutes a racially-discriminatory discharge. The McDonnell Douglas burden-shifting framework governs claims of race discrimination under Title VII and Section 1981. McDonnell Douglas Corp. v. Green, 411 U.S. 792, 802, 93 S.Ct. 1817, 36 L.Ed.2d 668 (1973); Griffith v. City of Des Moines, 387 F.3d 733, 736-37 (8th Cir.2004) (reaffirming applicability of McDonnell Douglas to Title VII race discrimination claims); Patterson v. McLean Credit Union, 491 U.S. 164, 186-87, 109 S.Ct. 2363, 105 L.Ed.2d 132 (1989) (applying McDonnell Douglas framework to claims under 42 U.S.C. § 1981). Under McDonnell Douglas, Gordon must first establish a prima facie case of discrimination. The burden of production then shifts to Shafer to present a legitimate reason for the allegedly discriminatory action. McDonnell Douglas, 411 U.S. at 802, 93 S.Ct. 1817. If Shafer does so, the burden shifts back to Gordon to establish that the asserted legitimate reason was merely a pretext for a discriminatory action. Id. at 804, 93 S.Ct. 1817. 14 A prima facie case of discrimination in a failure-to-hire context requires Gordon to show that (1) he belongs to a protected class; (2) he applied and was qualified for a job for which the defendant was seeking applicants; (3) he was rejected; and (4) the defendant sought applications from others. Chambers v. Wynne Sch. Dist., 909 F.2d 1214, 1216 (8th Cir. 1990). 15 Assuming that Gordon has set out a prima facie case, his claim fails because he has failed to present evidence that Shafer's reasons for failing to hire him were a pretext for unlawful discrimination. Gordon did not attend the pre-season meeting and did not contact Shafer for a laborer position until after those jobs had been filled. Officials at Shafer were informed that Gordon intended to transfer his union membership to Kentucky and believed that he did not seek work for 2003. After working as a roller operator for two weeks, Gordon left following a confrontation with a 49ers union agent. Gordon's departure further convinced Shafer that he did not wish continued employment with Shafer. As Gordon failed to offer evidence of pretext, we affirm the grant of summary judgment.