Baker v. Macon Res., Inc.

3 Analyses of this case by attorneys

  1. Summary Judgement Reversed In Favor of Employee

    Choate Herschman LLCMay 13, 2014

    The Seventh Circuit held that the Central District Court erred in granting the employer’s motion for summary judgment. Baker v. Macon Resources, Inc., No. 13-3324 (April 25, 2014). In the underlying case, the employee, Baker, alleged that her employer fired her because of her age in violation of the ADEA.The Seventh Circuit reversed and remanded, holding that a jury could reasonably find that the employer discriminated against Baker because of her age where:1.

  2. 7th Circuit Reverses Summary Judgment in Age Discrimination Case Due to Disparate Discipline

    Stephen A. Glickman, P.C.Stephen GlickmanApril 28, 2014

    On April 25, 2014, the U.S. Court of Appeals for the Seventh Circuit reversed the grant of summary judgment in an age discrimination case. Baker v. Macon Resources, Inc., No. 13-3324 (April 25, 2014). The Seventh Circuit found that the employer treated a younger employee more leniently than the plaintiff for the same policy violation.

  3. Seventh Circuit

    Outten & Golden LLPPaul MollicaApril 5, 2011

    Explanation for termination not pretextual, even if conduct did not specifically rise to actionable sex harassment, where employer could take protective measures against possible future harassment, there was evidence of other misconduct (interviews with co-workers about intimidation), and plaintiff's defiant behavior during investigation was a further reason for termination. Company not obliged to follow progressive discipline where offenses were serious ones. 2. Twelve months between protected activity and termination too remote to infer retaliation.Baker v. Macon Resources, Inc., 750 F.3d 674, 122 FEP 789 (7th Cir. 2014). Panel: Per curiam (Wood, Sykes, Hamilton). Claims on Appeal: ADEA termination.