context: The Court is persuaded that the above facts are sufficient to cast doubt on Defendants' claim that Plaintiff was fired for poor performance.
citation_a.signal: cf.
citation_a.identifier: 509 U.S. 502, 511
citation_a.parenthetical: "The factfinder's disbelief of the reasons put forward by the defendant (particularly if disbelief is accompanied by a suspicion of mendacity) may, together with the elements of a prima facie case, suffice to show intentional discrimination."
citation_a.sentence: See Chambers, 43 F.3d at 37 (“Circumstances contributing to a permissible inference of discriminatory intent may include ... the sequence of events leading to the plaintiffs discharge.”); Few v. Yellow Freight Sys., Inc., 845 F.2d 123, 124 (6th Cir.1988) (affirming verdict in favor of plaintiff where trial judge found that defendant “deliberately built a file against her in order to be able to terminate her”); Hatcher-Capers v. Haley, 786 F.Supp. 1054, 1063 (D.D.C.1992) (finding plaintiff proved she was victim of unlawful discrimination in the form of disparate treatment on the basis of her race and gender in part because “the reason proffered by the defendant for its failure to promote the plaintiff, namely, a policy of limiting the availability of promotions which was never publicized and not adopted out of financial necessity or budgetary constraints, is a mere pretext for discrimination”); cf. St. Mary’s Honor Ctr. v. Hicks, 509 U.S. 502, 511, 113 S.Ct. 2742, 125 L.Ed.2d 407 (1993) (“The factfinder’s disbelief of the reasons put forward by the defendant (particularly if disbelief is accompanied by a suspicion of mendacity) may, together with the elements of a prima facie case, suffice to show intentional discrimination.”); Ryther v. KARE 11, 108 F.3d 832, 836 (8th Cir.1997) (“[W]hen the plaintiffs evidence ... challenges the defendant’s articulated nondiscriminatory reason, such evidence may serve as well to support a reasonable inference that discrimination was a motivating reason for the employer’s decision.”).
citation_b.signal: see
citation_b.identifier: 786 F.Supp. 1054, 1063
citation_b.parenthetical: finding plaintiff proved she was victim of unlawful discrimination in the form of disparate treatment on the basis of her race and gender in part because "the reason proffered by the defendant for its failure to promote the plaintiff, namely, a policy of limiting the availability of promotions which was never publicized and not adopted out of financial necessity or budgetary constraints, is a mere pretext for discrimination"
citation_b.sentence: See Chambers, 43 F.3d at 37 (“Circumstances contributing to a permissible inference of discriminatory intent may include ... the sequence of events leading to the plaintiffs discharge.”); Few v. Yellow Freight Sys., Inc., 845 F.2d 123, 124 (6th Cir.1988) (affirming verdict in favor of plaintiff where trial judge found that defendant “deliberately built a file against her in order to be able to terminate her”); Hatcher-Capers v. Haley, 786 F.Supp. 1054, 1063 (D.D.C.1992) (finding plaintiff proved she was victim of unlawful discrimination in the form of disparate treatment on the basis of her race and gender in part because “the reason proffered by the defendant for its failure to promote the plaintiff, namely, a policy of limiting the availability of promotions which was never publicized and not adopted out of financial necessity or budgetary constraints, is a mere pretext for discrimination”); cf. St. Mary’s Honor Ctr. v. Hicks, 509 U.S. 502, 511, 113 S.Ct. 2742, 125 L.Ed.2d 407 (1993) (“The factfinder’s disbelief of the reasons put forward by the defendant (particularly if disbelief is accompanied by a suspicion of mendacity) may, together with the elements of a prima facie case, suffice to show intentional discrimination.”); Ryther v. KARE 11, 108 F.3d 832, 836 (8th Cir.1997) (“[W]hen the plaintiffs evidence ... challenges the defendant’s articulated nondiscriminatory reason, such evidence may serve as well to support a reasonable inference that discrimination was a motivating reason for the employer’s decision.”).