This court has consistently held that the employer

Info iconThis preview shows page 1. Sign up to view the full content.

View Full Document Right Arrow Icon
This is the end of the preview. Sign up to access the rest of the document.

Unformatted text preview: ot satisfactorily performing her job at the time she was fired because she was admittedly participating in an unlawful work stoppage. The district court agreed. This argument, however, fails to take into account the facts of this case and the flexibility of the McDonnell-Douglas analysis. Flores admits that she broke the rules but claims that PTG 143 disciplined her more harshly than [**8] non-Hispanic rule-breakers. It makes little sense in this context to discuss whether she was meeting her employer's reasonable expectations. None of the employees who joined the coffee room fracas were meeting PTG's reasonable expectations. PTG could have fired any or all of them. The issue in this case is whether Flores was singled out for discipline because she is Hispanic. Therefore, under the facts of this case, Flores does not have to show that she was meeting her employer's legitimate expectations in order to establish a prima facie case of discriminatory discharge. Because PTG does not dispute that Flores is a member of a protected class, that she was discharged, and that they replaced her, Flores has successfully established a prima facie case of discrimination. But Flores is not out of the summary judgment woods yet. The next issue is whether PTG has come up with a legitimate, nondiscriminatory reason for firing her and not firing nonHispanic employees who took part in the coffee room ruction. PTG's burden of proof in this analysis is "quite light," and "the mere articulation of the reason . . . puts the onus back on the plaintiff to prove pretext." Pilditch v. [**9] Board of Educ., 3 F.3d 1113, 1117 (7th Cir. 1993). The reason PTG says it fired Flores is simple: Jones and Adams believed that Flores was the instigator of the coffee room mutiny in violation of the union contract and company policy. Insubordination is a legitimate, nondiscriminatory reason for firing an employee. See Plair v. E.J. Brach & Sons, 105 F.3d 343, 345 (7th Cir. 1997). Flores was clearly insubordinate when she disobeyed management's direct order not to take unauthorized break...
View Full Document

This note was uploaded on 09/30/2012 for the course ENC 102 taught by Professor Deria during the Spring '08 term at FIU.

Ask a homework question - tutors are online