Plaintiff may establish the employer’s concealed motives by showing the supervisor’s ability to take tangible employment action against Plaintiff.

“Although [Plaintiff] … is unaware of who actually made the decision to hire or fire her…, it undoubtedly was [Coworker]’s recommendation that [Plaintiff] be reprimanded for insubordination that initiated the termination process. Moreover,…testimony indicates that [Coworker] was involved in [Plaintiff’s] hiring to some degree, and…testimony tends to indicate that [Coworker] may have input regarding the promotion or demotion of certain employees. Likewise, the court finds the references to [Coworker] as a supervisor in…internal documents to be yet another factor that could render reasonable a finding that [Coworker] was delegated authority that allowed him to take some part in [Plaintiff]’s hiring, firing, promotion, and discipline.”

Smith v. Isle of Capri Casinos, Inc., 2014 WL 2533181, at *4 (N.D. Miss. June 5, 2014) (Mills, J.).