Castetter v. Dolgencorp, LLC, No. 19-2026 (7th Cir. 2020)Annotate this Case
Castetter underwent cancer treatment during his employment. After returning from medical leave, he became a District Manager, reporting to Dollar General's regional managers Chupp and Hubbs. Chupp identified deficiencies in Castetter’s stores and implemented a performance plan. Castetter wrote to Hubbs describing Chupp’s improper characterization of his performance and Chupp’s unprofessional conduct. The letter did not refer to cancer, medical leave, or discrimination. Hubbs claims he did not receive the letter. Castetter testified that Hubbs mocked him. Human resources issued a Final Counseling detailing Castetter’s unprofessional conduct and violations of Dollar General’s policies, including employees who had not completed the hiring process and were working without pay, insufficiently trained employees, understaffed stores, high turnover, and a cash discrepancy. Dollar General placed Castetter on another improvement plan. Human resources subsequently discovered numerous violations, including a non-employee attending an employee meeting and failure to process employment documents. Another unpaid non-employee whose paperwork was incomplete was given security access without passing background and drug tests and was stealing from the store. Dollar General terminated Castetter. The district court rejected his disability discrimination on summary judgment. The Seventh Circuit affirmed. Castetter failed to show discriminatory intent by establishing a causal nexus between unprofessional remarks and the decision to terminate him. Castetter’s termination was based on his failure to adhere to his responsibilities.