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Vaughn v. Woodforest Bank

After the appellant was fired from her job as a bank manager, she brought suit claiming racial discrimination under Title VII of the Civil Rights Act of 1964. The district court granted summary judgment for the employer. Where the plaintiff has established a prima facie case and shows pretext by showing that the employer's proffered explanation is false or unworthy of credence, summary judgment is inappropriate. The district court's judgment is reversed and remanded. 5th U.S. Circuit Court of Appeals, No. 11-60102, 12-21-2011

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Before JONES, Chief Judge, and DAVIS and DeMOSS, Circuit Judges.

On February 20, 2009, Carol L. Vaughn was fired from Woodforest Bank for “Unsatisfactory Conduct.” Vaughn brought suit claiming racial discrimination under Title VII of the Civil Rights Act of 1964. Because Vaughn has presented a genuine issue of material fact concerning Woodforest’s proffered reason for firing her, we reverse the district court’s grant of summary judgment and remand for a trial on the merits.

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