Court Opinion

ID: 9494264
Source: CourtListenerOpinion
Date Created: 2023-08-05 15:33:21.121245+00
Date Added: 2024-06-11T17:56:18.827382
License: Public Domain

PER CURIAM.
Wesley McConnell worked for Pioneer Hi-Bred International, Inc., as a district sales manager. After Pioneer fired McConnell for poor performance, McConnell brought this action against Pioneer alleging discrimination based on his mental disability (bipolar disorder), wrongful termination, and intentional infliction of emotional distress. The district court* granted summary judgment in Pioneer’s favor, finding McConnell failed to show he was disabled or regarded as disabled, Pioneer gave a nondiscriminatory reason for firing him, and McConnell failed to submit evidence of conduct or statements inferring that disability discrimination was the motivating factor in Pioneer’s decision to dismiss him. The district court also concluded the facts did not support actions for wrongful termination or intentional infliction of emotional distress. On appeal, McConnell argues he is entitled to a jury trial. Having carefully reviewed the record, we conclude the district court properly viewed the facts in the light most favorable to McConnell and correctly concluded Pioneer was entitled to judgment as a matter of law. Assuming McConnell established a prima facie ease of disability discrimination, we agree with the district court that McConnell failed to present evidence from which a reasonable jury could conclude Pioneer’s stated reason for firing *959McConnell was a pretext for disability discrimination. We thus affirm for the reasons stated in the district court’s memorandum opinion. See 8th Cir. R. 47B.

 The Honorable Karen E. Schreier, United States District Judge for the District of South Dakota.