finding that “the only adverse employment action cited by the plaintiff which may be actionable under Title VII is his termination”
Powell v. American Airlines
noting that plaintiff was “terminated . . . for insubordination—which is a violation of [Employer’s] Code of Conduct—and lying during the ensuing investigation”
Powell v. American Airlines
finding that one usage of a slur by a supervisor long before the plaintiff’s termination “was too remote to give rise to an inference of discrimination”
Seale v. Downtowndc Foundation
“the defendants have offered legitimate, nondiscriminatory reasons for their actions,” including that the plaintiff was terminated “for insubordination” and “lying during the ensuing investigation”
Arnoldi v. National Gallery of Art
evidence that non-decisionmaker used a racial slur against plaintiff did not create a dispute of fact on the issue of discrimination
Arero v. Chao
even if supervisor used racial slur on one occasion in reference to African-American employee, such incident, standing alone, was insufficient to establish prima facie case of hostile work environment
Dwayne v. Azar
