Maria Mayorga v. Marsden Building Maintenance, No. 22-1630 (8th Cir. 2022)
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Plaintiff sued her former employer, Marsden Building Maintenance, L.L.C., alleging wage discrimination, sex discrimination, and retaliation in violation of the Iowa Civil Rights Act (ICRA). Plaintiff appealed the district court’s grant of summary judgment in favor of Marsden. Plaintiff argued that the district court erred in granting summary judgment on her wage discrimination claim. Plaintiff also argued that the district court erred in granting summary judgment to Marsden on her sex discrimination claim.
The Eighth Circuit affirmed. The court held that on the record, Marsden has met its burden to prove the pay differential between Plaintiff and her male counterparts was based on a factor other than sex. Further, the court wrote that Plaintiff offered no evidence to support her sex discrimination allegation. Plaintiff took issue with how Marsden’s operations manager conducted himself in the role of operations manager. But none of the evidence she presented supports a reasonable inference that his decision to fire her is “more likely than not” explained by an intent to discriminate against her on the basis of her sex.
Court Description: [Kelly, Author, with Shepherd and Grasz, Circuit Judges] Civil case - Employment discrimination. Defendant met its burden under the Iowa Civil Rights Act by showing that the pay differential in question was justified based on the employees' prior work experience and was not based on the employees' sex; with respect to plaintiff's sex discrimination, the district court did not err in determining that plaintiff failed to make a prima facie case of sex discrimination because she failed to present evidence that her discharge was more likely than not explained by an intent to discrimination against her on the basis of her sex.
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