Opinion ID: 154699
Heading Depth: 4
Heading Rank: 3

Heading: McDonnell Douglas Burden Shifting

Text: A plaintiff may establish a claim of discrimination indirectly through the use of circumstantial evidence, based upon the burden-shifting format first delineated in McDonnell Douglas Corp. v. Green, 411 U.S. 792 (1973). In order to establish a violation of Title VII for failure to hire, a plaintiff is required to prove the following elements: (1) she was a member of a protected class; (2) she applied for and was qualified for an available position; (3) she was rejected despite those specific qualifications; and (4) the defendant hired other persons possessing Roberts’s qualifications who were not members of her protected class. Id. at 802; Drake v. City of Fort Collins, 927 F.2d 1156, 1159 (10th Cir. 1991). Establishment of the prima facie case creates a presumption that the defendant unlawfully discriminated against the plaintiff. Burdine, 450 U.S. at 254. Once the plaintiff establishes a prima facie case, the burden shifts to the defendant to articulate “some legitimate, nondiscriminatory reason for the employee’s rejection.” McDonnell Douglas, 411 U.S. at 802; EEOC v. Flasher -11- Co., 986 F.2d 1312, 1316 (10th Cir. 1992). If the defendant meets its burden of producing a facially nondiscriminatory reason for its failure to hire the plaintiff, the presumption of discrimination established in the prima facie case evaporates. St. Mary’s Honor Ctr. v. Hicks, 509 U.S. 502, 507 (1993). The plaintiff then has the burden of persuasion to show the defendant discriminated against her in its employment decision on the impermissible basis of her gender. Id. at 507-08. The plaintiff may do so either by showing that the proffered reason is a pretext for illegal discrimination or by providing direct evidence of discrimination. If a plaintiff produces evidence establishing the prima facie case and evidence upon which the factfinder could conclude that the defendant’s proffered nondiscriminatory reasons for the employment decision are pretextual, summary judgment must be denied. Durham v. Xerox Corp., 18 F.3d 836, 839-40 (10th Cir.), cert. denied, 115 S. Ct. 80 (1994). As noted above, the district court held Roberts did not establish a prima facie case because she could not demonstrate that she was qualified for the position at issue. In reaching this conclusion, the district court relied on evidence developed during discovery which demonstrated that Roberts had falsified her credentials. On appeal, the parties vigorously contest the propriety of using afteracquired evidence of Roberts’ qualifications. Roberts contends the recent decision in McKennon v. Nashville Banner Publishing Co., 115 S. Ct. 879 (1995), -12- categorically prohibits the use of after-acquired evidence during the liability phase of an employment discrimination case. The University, on the other hand, contends that McKennon does not operate to relieve Roberts of the burden of establishing her qualifications as part of her prima facie case. We conclude that it is unnecessary to resolve this difficult issue 2 because regardless of whether Roberts has established a prima facie case, the University has advanced a legitimate, non-discriminatory reason for not hiring Roberts and she is unable to demonstrate the existence of a genuine issue of material fact regarding pretext. 3 As an alternate ground for granting the University summary judgment, the district court held that “Ms. Roberts has failed to present sufficient evidence to 2 We note the two courts that have considered this issue (albeit with little analysis) have split on the applicability of McKennon v. Nashville Banner Publishing Co., 115 S. Ct. 879 (1995), to failure-to-hire cases. Compare Egbuna v. Time-Life Libraries, Inc., 95 F.3d 353, 357 (4th Cir. 1996) (applying McKennon at prima facie stage in failure-to-rehire case), opinion vacated & reh’g en banc granted (Dec. 17, 1996) with McNemar v. Disney Store, Inc., 91 F.3d 610, 621 (3d Cir. 1996) (holding that McKennon does not apply at prima facie stage of failure-to-hire case), cert. denied, 65 U.S.L.W. 3561 & 3568 (U.S. Feb. 18, 1997) (No. 96-966). Furthermore, at least three other courts have indicated in dicta, with no analysis, that the rule of law set out in McKennon might not apply in failure-to-hire cases. Shattuck v. Kinetic Concepts, Inc., 49 F.3d 1106, 1108 (5th Cir. 1995); Russell v. Microdyne Corp., 65 F.3d 1229, 1240 (4th Cir. 1995); Wallace v. Dunn Constr. Co., 62 F.3d 374, 379 n.8 (11th Cir. 1995). 3 Because we choose to assume that Roberts was qualified for the position and therefore established a prima facie case, we need not address her claim that the district court erred in considering after-acquired evidence, in disregarding the qualifications set out in her affidavit, and in failing to enforce local rules regarding summary judgment. -13- raise a genuine issue that [the University] selected Mr. Burkey over Ms. Roberts with the intent to discriminate against Ms. Roberts because of her sex.” In reaching this conclusion, the district court held that even considering the qualifications set out in Roberts’ affidavit, she was at best equally qualified for the job. According to the district court, Roberts’ relative qualifications did not support her claim of pretext. Furthermore, the district court held that the University’s claim that Burkey was better qualified was a credible, legitimate, non-discriminatory, business reason and was therefore subject to deference. Finally, the district court concluded that evidence presented by Roberts concerning procedural irregularities in the hiring process did not “raise a genuine issue that [the University] intentionally discriminated against Ms. Roberts on the basis of her sex.” Instead, according to the district court, that evidence raised issues of favoritism, revenge, personality conflicts or bad judgment.” On appeal, Roberts contends that the district court utilized an improper standard to determine whether Roberts created a genuine issue of material fact regarding pretext. We agree. A close reading of the district court opinion reveals that it granted summary judgment because Roberts “failed to raise a genuine issue that [defendants] intentionally discriminated against [her] on the basis of her sex.” This language, coupled with the district court’s citation to the Fifth Circuit panel decision in Rhodes v. Guiberson Oil Tools, 39 F.3d 537, 541-42 (1994), -14- rev’d on reh’g en banc, 75 F.3d 989 (5th Cir. 1996), leads to the inevitable conclusion that the district court here applied a pretext-plus standard for overcoming the summary judgment motion. In Rhodes, a panel of the Fifth Circuit held that the term pretext means pretext for discrimination. Under the approach taken by the panel in Rhodes, to establish that a proffered reason for an action taken by an employer was pretext for discrimination, the plaintiff must show both that the employer’s proffered reason was false and that discrimination was the real reason. Id. 4 This so-called 4 On rehearing en banc, the Fifth Circuit appears to have retreated from the panel’s holding that evidence an employer’s articulated reason is false, standing alone, is never sufficient to support a finding of discrimination. Rhodes v. Guiberson Oil Tools, 75 F.3d 989, 994 (5th Cir. 1996) (en banc) (“In tandem with a prima facie case, the evidence allowing rejection of the employer’s proffered reason will often, perhaps usually, permit a finding of discrimination without additional evidence.”). It is not clear, however, that the Fifth Circuit has abandoned the pretext-plus standard altogether. See id. at 994 (holding that a plaintiff can avoid summary judgment only if she “(1) creates a fact issue as to whether each of the employer’s stated reasons was what actually motivated the employer and (2) creates a reasonable inference that age was a determinative factor in the actions of which plaintiff complains.” (emphasis added)); see also id. at 997-99 (Garza, J., specially concurring) (asserting that prima facie case coupled with evidence of pretext is always sufficient to send case to jury and prima facie case coupled with jury finding of pretext is always sufficient to support jury verdict in favor of plaintiff); id. at 999-1000 (DeMoss, J., concurring and dissenting) (concurring with majority that “evidence will be sufficient to support a jury finding of [] discrimination only when a rational fact-finder could reasonably infer that age was a determinative reason for the employment decision”); id. at 999 n.1 (DeMoss, J., concurring and dissenting) (asserting that Garza, J., concurring specially, was really dissenting from “the majority’s holding that evidence that an employer’s articulated reason is false does not independently support a jury finding of discrimination”). -15- pretext plus standard has been specifically rejected in the Tenth Circuit. Randle v. City of Aurora, 69 F.3d 441, 452 n.17 (10th Cir. 1995). In a Randle footnote, the en banc court held that a “civil rights plaintiff may withstand a motion for summary judgment and is entitled to present his claim to the fact finder if the plaintiff establishes a prima facie case and presents evidence that the defendant’s proffered nondiscriminatory reason was pretextual-- i.e., unworthy of belief.” Id. Under the pretext-plus standard, the district court expected Roberts to demonstrate the existence of a genuine issue of fact regarding pretext and, in addition, to advance some evidence of discriminatory intent. Accordingly, the district court never specifically addressed the pretext issue but, instead, focused on whether Roberts created a genuine issue of material fact regarding discrimination. Under Randle, however, Roberts is entitled to take her case to the jury upon a simple showing of pretext. Thus, the district court never answered the key question: whether Roberts presented evidence which, if believed by a jury, would demonstrate that the University’s claim that it hired the most qualified person is unworthy of belief. Id. We therefore turn our attention to that question. 5 This court can “affirm the district court’s decision to grant summary 5 judgment if the record contains any basis to do so.” Jones v. Unisys Corp., 54 F.3d 624, 628 (10th Cir. 1995). -16- Roberts asserts that she has adduced evidence of pretext by demonstrating that the University has changed its justification for the hiring decision. See Washington v. Garrett, 10 F.3d 1421, 1434 (9th Cir. 1993) (holding that “fundamentally different justifications for an employer’s action would give rise to a genuine issue of fact with respect to pretext since they suggest the possibility that neither of the official reasons was the true reason”). Her assertion is incorrect. In its summary judgment motion, the University averred that Roberts did not state a prima facie case (i.e., she was not qualified for the job) because she did not have the three years of experience as a funeral director. Roberts claims this legal assertion is a change in justification from the explanation that the University hired Burkey because he was the most qualified applicant. The University’s contention that Roberts has not stated a prima facie case is not, however, inconsistent with its claim that it hired Burkey because he was the most qualified applicant. The first is a legal assertion that Roberts cannot prove a necessary element of her cause of action; the second is an assertion of fact as to the University’s proferred reason for the hiring decision. Accordingly, the University has never asserted Roberts’ lack of experience as the reason she was not hired and has, therefore, never changed its justification for the hiring decision. -17- Roberts also contends that she established pretext by presenting evidence from which a jury could conclude that she was better qualified than Burkey because of greater teaching experience, more recent experience in the industry, and progress toward a doctorate. See Rea v. Martin Marietta Corp., 29 F.3d 1450, 1457 (10th Cir. 1994) (“Pretext can be inferred . . . from evidence that a plaintiff that was not promoted was more qualified than those employees who were promoted.”); Durham v. Xerox Corp., 18 F.3d 836, 839 (10th Cir. 1994) (“Proof that [plaintiff] was more qualified would disprove [the employer’s] only explanation for its actions, that [plaintiff] was less qualified than the successful candidates.”). Although we agree that the relative qualifications of Roberts and Burkey are relevant to the issue of pretext, we are mindful that courts “are not in the position of determining whether a business decision was good or bad. Title VII is not violated by the exercise of erroneous or even illogical business judgment.” Sanchez v. Philip Morris, Inc., 992 F.2d 244, 247 (10th Cir. 1993) (citation omitted). With these precepts in mind, we have compared, in a light most favorable to Roberts, the qualifications advanced by Roberts with those set out in the record for Burkey. That review leads this court to the same conclusion reached by the district court: Roberts was, at best, as qualified as Burkey for the job. Although Roberts’ evidence indicates she had teaching experience and more recent -18- experience in the field of funeral service, that same evidence also indicates Burkey had a degree in the field of funeral science, had academic credentials clearly superior to Roberts’, and also had teaching experience as an adjunct professor at the University. In light of the relative parity of Burkey and Roberts’ qualifications, we conclude that no reasonable jury could find pretext based upon a comparison of qualifications. Liberty Lobby, 477 U.S. 242 at 248. Finally, Roberts claims she created a genuine issue of material fact regarding pretext by producing evidence of procedural irregularities in the screening process. Roberts notes that Dr. Curl sat on the first screening committee even though University policies prohibit the department chair from sitting on such committees. Furthermore, neither committee included a woman or minority, despite a University policy which provided that a woman and minority should sit on the committee. Finally, Curl actively solicited student complaints against Roberts while the screening process proceeded. This court has reviewed the record de novo and in a light most favorable to Roberts and concludes that none of the evidence of procedural irregularities adduced by Roberts creates a genuine issue of material fact as to pretext concerning the University’s claim that it hired the most qualified candidate. Roberts produced evidence demonstrating that Curl’s service on the first screening committee was contrary to the following University policy: “The Dean -19- and Chairperson are not allowed to serve as committee members for positions within their own respective Department or College.” The uncontradicted evidence also demonstrates, however, that when Roberts complained about the fairness of the first screening committee, Powers, the Dean of the College, ordered the position readvertized. A second screening committee was then seated and Roberts reapplied for the position. It is undisputed that Curl did not sit on the second screening committee. Although she contends Curl’s service on the first screening committee and his position as chair of the Department allowed him to actually exercise influence over the second screening committee, Roberts did not produce a single piece of evidence to that effect. Branson v. Price River Coal Co., 853 F.2d 768, 772 (10th Cir. 1988) (“[M]ere conjecture that [the] employer’s explanation is a pretext for intentional discrimination is an insufficient basis for denial of summary judgment.”). The undisputed fact that Curl served on the first screening committee, without evidence of more, does not create a genuine issue of material fact as to the University’s claim that it hired the most qualified candidate. Roberts also contends that Curl’s solicitation of student complaints about Roberts during the screening process demonstrates mendacity on the part of the University. The problem with Roberts’ argument is that she has utterly failed to adduce any proof connecting Curl’s actions with the decision to hire Burkey. -20- Roberts did not, for instance, present any evidence demonstrating that the second screening committee considered complaints generated by Curl or that Curl presented the complaints to the Dean, the Vice President of Academic Affairs, the President of the University, or the Board of Regents. In the absence of actual evidence, rather than speculation, of a connection between Curl’s activities and the ultimate hiring decision, his conduct has no bearing on the veracity of the University’s claim that it hired Burkey because he was the most qualified candidate. See Cone v. Longmont United Hosp. Ass’n, 14 F.3d 526, 530 (10th Cir. 1994) (holding that even though all doubts concerning pretext must be resolved in plaintiff’s favor, a plaintiff’s allegations alone will not defeat summary judgment). Finally, Roberts contends that the University’s failure to place a woman on the screening committee in violation of its own policy creates a genuine issue of material fact regarding pretext. We disagree. Unfortunately, Roberts has failed to understand the critical distinction between a mandatory and hortatory policy statement. The policy at issue reads as follows: “The screening committee should consist of at least three (3) faculty members knowledgeable of the open position. The committee should be composed of at least one male, one female, and one minority. The Dean and Chairperson are not allowed to serve as committee members for positions within their own respective Department or College.” In -21- light of the hortatory nature of the pertinent portions of this policy, absent evidence regarding the regularity with which the University complies with this guideline, it is impossible to tell whether the failure to include a woman on the second screening committee is a “disturbing procedural irregularit[y]” of the type necessary to support a finding of pretext. Colon-Sanchez v. Marsh, 733 F.2d 78, 81 (10th Cir.), cert. denied, 469 U.S. 855 (1984). Although Roberts adduced deposition testimony of Terry L. May indicating that the purpose behind the policy was to further the University’s affirmative action goals and to prevent discrimination against women and minority applicants, Roberts has not pointed to any evidence in the record indicating that University screening committees regularly contain both a woman and a minority. Absent such evidence, it is unclear whether the failure to do so here is irregular. 6 On the record before this court, we conclude Roberts has not met her burden of demonstrating that a genuine issue of material fact exists regarding pretext. The district court did not, therefore, err in granting the University summary judgment. See Reynolds v. School Dist. No. 1, 69 F.3d 1523, 1536 (10th Cir. 1995). 6 This court has considered each of the numerous additional alleged procedural anomalies identified by Roberts and, upon de novo review, concludes that none of the evidence adduced by Roberts casts doubt on the University’s facially nondiscriminatory explanation for its actions. -22-