Opinion ID: 756717
Heading Depth: 2
Heading Rank: 1

Heading: Discharge Claim

Text: 9 Title VII prohibits an employer from discriminating against any individual with respect to [her] compensation, terms, conditions, or privileges of employment on the basis of her gender. 42 U.S.C. § 2000e-2(a)(1). In McDonnell Douglas Corp. v. Green, 411 U.S. 792, 93 S.Ct. 1817, 36 L.Ed.2d 668 (1973), the United States Supreme Court set forth burden-shifting standards to be applied in Title VII cases. First, the plaintiff must establish a prima facie case of discrimination. See id. at 802, 93 S.Ct. 1817. If the plaintiff successfully makes out her prima facie case, the burden then shifts to the defendant to articulate some legitimate, nondiscriminatory reason for the employee's rejection. Id. 10 [W]hen the employer produces a nondiscriminatory reason for its actions, the prima facie case no longer creates a legal presumption of unlawful discrimination. The elements of the prima facie case remain, however, and if they are accompanied by evidence of pretext and disbelief of the defendant's proffered explanation, they may permit the jury to find for the plaintiff.... Furthermore, as the Hicks Court explained, the plaintiff must still persuade the jury, from all the facts and circumstances, that the employment decision was based upon intentional discrimination. 11 Ryther v. KARE 11, 108 F.3d 832, 837-38 (8th Cir.1997) (citation and footnote omitted) (emphasis in original). 12 In order to make out a prima facie discharge claim under Title VII, Rorie must show that (1) she is a member of a protected group; (2) that she met applicable job qualifications; (3) that she was discharged; and (4) that her discharge occurred under circumstances that create an inference of unlawful discrimination. See Thomas v. First Nat'l Bank of Wynne, 111 F.3d 64, 66 (8th Cir.1997) (citations omitted). 13 The district court held that, even if Rorie had established a prima facie case, she failed to show that her termination was pretextual. See Rorie, No. 96-3089, Mem. Op. at 24. We agree with the district court that the relevant inquiry was whether Rorie created a genuine issue of material fact as to whether her discharge was gender-based and not whether her termination was reasonable. It is not the task of this court to determine whether Dismuke's investigation was sufficiently thorough or fair. After a careful review of the record, we agree with the district court that Rorie failed to create a genuine issue of material fact. Accordingly, we affirm the district court's grant of summary judgment on Rorie's discharge claim.