Opinion ID: 4037519
Heading Depth: 2
Heading Rank: 2

Heading: Demotion and Later Discipline

Text: In addition to the specific complaints outlined above, Cole was demoted in 2012. In August of that year, Nicklas became the acting superintendent of the Building Services Department. He learned that a hiring freeze was in place. He also became aware that Cole and Ruth Stone, an acting sub-foreman in the same department, had been promoted without attention to proper procedures. 3 Because Cole and Stone were in an unusual situation, Nicklas testified, he tried to ensure proper procedures going forward while being as “fair as possible” to those who would be affected by the changes. For Cole and Stone, this meant placing them on the hiring register regardless of their test scores but requiring them to interview for sub-foreman positions along with other candidates. Cole and Stone completed the hiring process as modified. Both accepted jobs as sub-foremen beginning November 1, 2012. They received the sub-foreman pay rate and were subject to 3 Nicklas also testified that Cole and Stone were receiving unjustified salaries, paid at the foreman level for non-foreman work. For summary judgment purposes, we must assume that Cole actually was promoted to foreman and that foreman-level pay was justified. 6 No. 15-2305 the normal six-month probationary period. Since this case is before us on appeal from summary judgment, we assume this hiring process constituted a demotion. It is undisputed, however, that Stone, a white woman, was demoted at the same time Cole was, and on the same grounds. Following his six-month probationary period, Cole was disciplined twice. On July 25, 2013, he received a written warning for non-compliance with instructions and “borderline insubordination” based on his failure to follow directives and poor job performance. On September 17, 2013, Cole received a recommendation for a three-day suspension for disruptive behavior in the workplace, failing to obtain supervisors’ approval when he could not work a scheduled shift, and “using improper employee evaluation protocol.” Cole has not presented additional evidence relating to those disciplinary actions or provided details to put into dispute the reasons the defendants have offered for the discipline.