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Employment — national origin discrimination — age discrimination
By: WISCONSIN LAW JOURNAL STAFF//January 31, 2014//
Employment — national origin discrimination — age discrimination
By: WISCONSIN LAW JOURNAL STAFF//January 31, 2014//
Listen to this articleUnited States Court of Appeals For the Seventh Circuit
Civil
Employment — national origin discrimination — age discrimination
Where an employee continued to send unprofessional e-mails, despite warnings not to do so, her termination was not discrimination.
“Zayas’ performance evaluations do not overcome the more recent disciplinary actions imposed on her. The record indicates that Griesman warned Zayas, twice in the same month, about sending inappropriate emails. Nevertheless, Zayas continued to write emails of the same nature, which drove Griesman to issue a written warning. Zayas ignored that written warning and wrote an additional three equally unprofessional emails. Thus, the paper trail of emails, disregarding Griesman’s written warning, indicates that Zayas was not meeting her employer’s expectations in the year before her termination.”
Affirmed.
13-2555 Zayas v. Rockford Memorial Hospital
Appeal from the United States District Court for the Northern District of Illinois, Reinhard, J., Cudahy, J.
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