Naguib v. Trimark Hotel Corp.
The Eighth Circuit affirmed the district court's grant of summary judgment to Trimark in an action filed by plaintiff, alleging that she was terminated from her job as an executive housekeeper because of her age, in retaliation against her, because she took protected leave, and because she opposed Millennium's discriminatory practices. The court held that plaintiff failed to provide direct evidence that she was retaliated against because of her deposition testimony. Under the McDonnell-Douglas framework, even assuming plaintiff could establish a prima facie case of retaliation, Millennium had clearly shown a legitimate non-discriminatory or retaliatory reason for firing her. In this case, Millennium's internal investigation credibly exposed that plaintiff regularly altered employee hours without using a company-sanctioned form. The court also held that plaintiff failed to show a specific link between any age discrimination and her termination sufficient to support the inference that the discrimination was the cause of her termination. Finally, plaintiff failed to provide any direct evidence that she was fired because she took protected leave under the Family Medical Leave Act. View "Naguib v. Trimark Hotel Corp." on Justia Law