Bagwe v. Sedgwick Claims Mgmt. Servs., Inc., No. 14-3201 (7th Cir. 2016)
Annotate this CaseSedgwick is a claims management services company. Bagwe, who was born in India, began working in Sedgwick’s Chicago office in 2001. She was promoted to Assistant Manager II in 2005. She was asked to serve as Interim Operations Manager in 2007 and was promoted to Operations Manager. A Managing Director made the promotion decision. Bagwe’s direct supervisor, counseled against promoting Bagwe, indicating that Bagwe had poor leadership skills and had not provided sufficient direction to subordinates. In the following months, one of Bagwe’s subordinates asked to be reassigned; Bagwe repeatedly complained about her compensation; Bagwe had confrontations with and made accusations against coworkers; and Bagwe was the subject of performance improvement plan. In 2009 she was terminated with statements that she had a “continuing lack of trust” that had “become a distraction to the business.” Her replacement was a white, American male. Bagwe filed claims under the Civil Rights Act, 42 U.S.C. 1981, Title VII of the Civil Rights Act, 42 U.S.C. 2000e, and the Illinois Human Rights Act, claiming that Sedgwick had paid her a comparatively low salary because of her race and national origin and that she was terminated for retaliatory and racially discriminatory reasons. The Seventh Circuit affirmed summary judgment for the defendants, noting that Bagwe had not identified a similarly-situated employee who was paid more.
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