A high-level manager consistently received positive performance reviews from her immediate supervisor for four years. She earned bonuses, salary increases, and was promoted to the senior leadership team. Some thought her interpersonal skills could use some work, but this criticism was not emphasized. After a change in management, top managers grew more critical of her. She was passed over for

Question

promotion, the promotion being given to a male with less experience. Responsibilities were taken away, and she was dropped from the senior leadership team. A new (never-again used) 9-point rating system was used, on which she earned the lowest possible score. The CEO said he wanted her out "legally," and asked "How do we explain this to a jury?" Managers explained there was little support for her among them, and she did not "fit.". She sued for sex discrimination. The court should decide:
a. for the employer, finding that the employee had failed to meet performance requirements
b. for the employer, finding that the employee was not discriminated against
c. for the employee, finding that she had met all performance standards, while the complaints against her were mostly subjective
d. for the employee, finding that she was entitled to the promotion she had sought

Answer 1

C