Summary Judgment Secured by Jake Kennedy Affirmed
In this employment law case, the employee alleged employer violated Title VII of the Civil Rights Act of 1964 by reducing her work hours because of her race and also terminating her because of her race. Using the McDonnell Douglas burden-shifting framework, the employer established legitimate, non-discriminatory reasons for both adverse employment actions, and the Plaintiff failed to show those stated reasons were pretext for true racial animus. Specifically, the employer established the Plaintiff, as well as other workers outside the protected race category, all had their work hours temporarily reduced to allow for training of a new employee. Additionally, the employer established the Plaintiff was terminated because an honestly held belief that the Plaintiff had stolen the hotel’s day-end deposit and not because of the Plaintiff’s race. The Federal Magistrate recommended summary judgment and the U.S. District Judge adopted the recommendation. The Plaintiff appealed to the Fourth Circuit Court of Appeals, which affirmed summary judgment.