Smith v. Chicago Transit Authority

Dist. Ct. did not err in granting defendant-employer’s motion for summary judgment in Title VII action alleging that defendant terminated plaintiff from his Transportation Manager position on account of his race. Defendant explained that plaintiff was terminated because he had violated its sexual harassment policy based on claim from subordinate worker that plaintiff had made multiple requests of subordinate worker to engage in sexual relationship with plaintiff and his wife, and plaintiff failed to present evidence that explanation was pretext for race discrimination or that, as plaintiff contended, defendant had investigation procedure that allowed white employees who committed similar infractions to receive more favorable treatment. Ct. also rejected plaintiff’s claim that he was entitled to trial on his claim since underlying allegations of sexual harassment were untrue.