Opinion ID: 771917
Heading Depth: 2
Heading Rank: 2

Heading: caesars' motion for judgment as a matter of law on the termination claim

Text: 2 Caesars contends that the district court erred in denying its motion for judgment as a matter of law on Costa's termination claim. 5 We review the district court's decision de novo, and reverse only if the evidence, viewed in the light most favorable to the prevailing party, admits only of a contrary conclusion. See Passantino v. Johnson & Johnson Consumer Prod., Inc., 212 F.3d 493, 506 (9th Cir. 2000). If we conclude that the district court erroneously denied a motion for judgment as a matter of law, we may reverse and direct the court to enter a judgment as a matter of law. See Neely v. Martin K. Eby Constr. Co., 386 U.S. 317 (1967). 3 Costa asserts that she pled and presented this case upon the `mixed-motive' method of proving disparate treatment. The issue before us, therefore, is whether she presented substantial evidence of conduct or statements by persons involved in the decision to terminate her that directly reflects gender-based animus. See Ostrowski, 968 F.2d at 182. Costa recites a litany of anecdotes to support her position that she was subjected to disparate treatment in the application of discipline as compared to her male coworkers. She points to the fact that she was disciplined for absenteeism, tardiness, excessive breaks while working, improper use of her electric cart, and use of vulgarity and racial slurs while her male coworkers were not. For example, when Costa and her coworkers took an unauthorized break to have soup, she was the only one singled out for rebuke. Indeed, it seems undisputed that Costa was treated differently. However, these anecdotes are not sufficient to support a mixed-motive instruction. Nowhere does Costa point to direct evidence that she was subjected to adverse treatment because she was a woman. With respect to the termination claim, therefore, the judgment must be reversed.