Opinion ID: 172046
Heading Depth: 4
Heading Rank: 2

Heading: Subordinate Bias/Cat's Paw Argument

Text: However, Ms. Pinkerton argues that we could find a tangible employment action on the basis of the subordinate bias theory. To prevail on a subordinate bias claim, a plaintiff must establish more than mere `influence' or `input' in the decisionmaking process. Rather, the issue is whether the biased subordinate's discriminatory reports, recommendation, or other actions caused the adverse employment action. EEOC v. BCI Coca-Cola Bottling Co., 450 F.3d 476, 487 (10th Cir.2006). Because the plaintiff must demonstrate causation, an employer can avoid liability by conducting an independent investigation of the allegations against an employee. Id. at 488. In fact, we have stated that simply asking an employee for his version of events may defeat the inference that an employment decision was ... discriminatory. Id. In applying this standard at the summary judgment stage, we ask first if the plaintiff has established a genuine issue of material fact concerning the bias of the subordinate. Id. Second, we ask if the plaintiff has established genuine issues of material fact as to whether the proffered reason for the employment action is pretextual, which in a subordinate bias claim requires the plaintiff to demonstrate a causal relationship between the subordinate's actions and the employment decision. Id. Ms. Pinkerton's claim fails both prongs of this standard. First, Ms. Pinkerton has failed to establish a genuine issue of material fact as to the bias of the subordinate. As noted above, Ms. Pinkerton presents absolutely no evidence whatever that Mr. Martinez's reports and evaluations were biased. The evaluations were supported by documentation, and many of the errors were reported to Mr. Martinez by other individuals. Moreover, as the uncontroverted evidence shows, Ms. Pinkerton's errors were significant and had been noted by prior supervisors. Ms. Pinkerton provides nothing other than speculation and counsel's argument to the contrary; and, of course, the argument of counsel is not evidence, and cannot provide a proper basis to deny summary judgment. See Hinds v. Sprint/United Mgmt. Co., 523 F.3d 1187, 1198 n. 6 (10th Cir.2008) (stating that, [t]o avoid summary judgment, a party must produce specific facts showing that there remains a genuine issue for trial and that mere conjecture is insufficient (internal quotations omitted)); see, e.g., Fritzsche v. Albuquerque Mun. Sch. Dist., 194 F.Supp.2d 1194, 1206 (D.N.M. 2002). Second, in addition to not establishing a genuine issue regarding bias, Ms. Pinkerton also failed to demonstrate a causal relationship between Mr. Martinez's actions and Ms. Harding's employment decision. Ms. Harding met with Ms. Pinkerton for an R-6-10 hearing prior her termination. At the meeting, Ms. Harding asked Ms. Pinkerton if there was anything else she needed to know before making her decision, but Ms. Pinkerton did not dispute the negative performance evaluations or even raise the issue of sexual harassment. Ms. Harding's request that Ms. Pinkerton give her side of the story is sufficient to defeat any inference that the decision was based on a subordinate's bias. BCI Coca-Cola Bottling Co., 450 F.3d at 488; see Kendrick v. Penske Transp. Svcs., Inc., 220 F.3d 1220, 1231-32 (10th Cir. 2000). Because Ms. Pinkerton's termination cannot be traced back to Mr. Martinez through the subordinate bias theory, we cannot conclude that his actions culminated in her termination. Accordingly, CDOT is not vicariously liable for the hostile work environment that Mr. Martinez created. Instead, CDOT can assert the Ellerth/Faragher affirmative defense. See Ellerth, 524 U.S. at 765, 118 S.Ct. 2257; Faragher, 524 U.S. at 807, 118 S.Ct. 2275.