Case: Discrimination/Retaliation (11th Cir.)

A federal district court didn’t err in granting summary judgment to the Retirement System of Alabama on a female “mobile properties operations manager’s” claim that she was terminated in retaliation for filing an EEOC charge of sex discrimination, rather than for insubordination and for promising someone a job if they made false statements against her male subordinate. The Eleventh Circuit reasoned that the she failed to show that any of the decision-makers were aware of her protected activity given that no one involved in the termination process learned of her EEOC charge until after she was discharged.