Ripberger v. Corizon, Inc.

Dist. Ct. did not err in granting defendant’s motion for summary judgment in Title VII and ADEA actions alleging that defendant failed to hire plaintiff as substance abuse counselor on account of her sex and age and in retaliation for having supported co-employee’s discrimination claim. Record showed that defendant had determined to hire only 6 out of 7 substance abuse counselors from workforce of plaintiff’s prior employer, and plaintiff failed to show that defendant’s decision to hire only counselors who would continue with their current clients was unworthy of belief, where plaintiff would not be working with her clients in new position. Fact that plaintiff was more qualified than younger male whom defendant selected over plaintiff, or that selected candidate was eventually terminated due to lack of certification did not require different result, where defendant valued continuity of care with existing clients over greater qualifications. Also, plaintiff failed to establish causal connection between her participation in co-employer’s discrimination claim and instant hiring decision, where plaintiff failed to show that relevant decision-maker was aware of her protected conduct.