Opinion ID: 204285
Heading Depth: 2
Heading Rank: 3

Heading: Substantial or Motivating Factor/Causation

Text: As discussed in footnote one, the parties raise generally the issue of causation without comment as to the framework that should apply if Dempsey establishes a prima facie case. Towards this end, the parties' arguments blend causation as an issue for the prima facie case with arguments relevant to the final stages of burden-shifting frameworks. Because these issues relate generally to causation, we address them together, as presented by the parties. To show causation in this context, Dempsey must show his protected speech was a substantial or motivating factor in Omaha's failure to hire. Davison v. City of Minneapolis, 490 F.3d 648, 656-57 (8th Cir.2007). Dempsey argues he has shown causation because Omaha personnel (1) repeatedly assured him they were working diligently to find him a position, (2) repeatedly assured him his prospects were good, and (3) rapidly changed their views towards him following his protected speech. He points to his unique treatment among all Elkhorn employees as the only employee denied a position with Omaha for the purported reason that no position was available. He identifies, as listed above, several police-officer positions that Omaha filled after his protected speech. He also cites Marfisi's deposition testimony in which Marfisi stated that, shortly after the protected speech, no one at Omaha was making efforts to place Dempsey. Dempsey notes that Marfisi's statement is contradicted by Thorson's statements to Dempsey at their March 2007 meeting. In response, Omaha argues it worked diligently to find a position for Dempsey but believed he would not accept an entry-level position. Omaha's argument in this regard does not shield it from Dempsey's claim. In the present context, we may not view the facts in any light other than that favorable to Dempsey, and Dempsey did not tell any of the personnel at Omaha that he would not accept an entry-level position. Rather, he told Police Chief Warren he could not work in a cruiser. Further, the record does not reflect which positions with the Omaha Police Department did and did not require work in a cruiser or were deemed entry-level positions. Also, the various positions Dempsey identifies as having been filled after February 23, as listed above, include different officer rankings. Dempsey is entitled to all reasonable inferences, and the reasonable inference from the different officer rankings is that the rankings are meaningful such that only one of the rankings can be deemed entry level. Accordingly, Dempsey has demonstrated that Omaha filled several non-entry-level officer positions for which he undisputedly was qualified, see supra n. 6, after his protected speech. [7] Regarding the apparent shift in attitudes after the protected speech, we believe timing is meaningful for the analysis of causation in this case. While timing alone often is not convincing evidence of causation, timing carries weight in some contexts especially when accompanied by other evidence. See Davison, 490 F.3d at 656. Here, the Chief of Police told Dempsey it would be no problem to find Dempsey a job, and the Human Resources Director said he thought Dempsey would receive a job. This evidence strongly suggests attitudes changed rapidly due to an intervening event. Timing is a compelling factor in Dempsey's favor, then, when viewed in the context of Omaha's unique treatment of Dempsey relative to all other Elkhorn employees and when viewed against Omaha's contemporaneous filling of several non-entry-level officer positions. Viewed in its entirety, we believe the record would permit a reasonable juror to conclude animus based upon Dempsey's comments played a substantial or motivating factor in the decision to deny him employment.