Dist. Ct. did not err in granting defendant-employer’s motion for summary judgment in plaintiff-employee’s claim that defendant downgraded her job performance rating and eventually terminated her in retaliation for lodging sexual harassment complaint against her former supervisor and for complaining that current supervisor had social contacts with former supervisor that poisoned his opinion of her job performance. Record showed that: (1) supervisor who issued negative job evaluation and placed plaintiff on performance improvement plan was unaware of plaintiff’s sexual harassment complaint at time he issued evaluation and placed plaintiff on improvement plan; and (2) said supervisor was not relevant decision-maker with respect to plaintiff’s termination. Also, plaintiff’s concession that defendant actually believed that she had certain job performance deficiencies during relevant period supported defendant’s articulation that plaintiff was terminated for job performance reasons.
Federal 7th Circuit Court
Civil Court
Retaliation