Firm Denied Summary Judgment On Terminated Female Employee's Title VII Claims
In this
case, the United States District Court held that an
investment management firm was not entitled to summary judgment on
discrimination and retaliation claims under Title VII. The claims were brought
by a terminated female senior portfolio manager. The district court found that
fact issues existed as to whether the firm's proffered legitimate,
nondiscriminatory reasons for termination, her rate of client cancellations,
failure to develop new business, and poor attitude, were pretextual. With
regard to her retaliation claim, the plaintiff presented evidence that after she
complained about what she perceived to be discriminatory treatment on account of
her sex, her performance reviews became more negative, and she was terminated
about two months after she filed an EEOC complaint.
Heinemann v. Howe & Rusling