United States Court of Appeals for the Eighth Circuit · 2019-08-09
42usc1981: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)
Case and law context
Role: applied; posture: civil; Title VII and Section 1981 discriminatory discharge; summary judgment for employer affirmed by CA8; result: claimant-lost; claim:
Uncertainty
None recorded
Misfit
None recorded
B · Case × element grid
Top-level elements follow claim order in panels of up to six elements. Case rows repeat across panels. Every recorded block retains its holding and basis; multiple blocks are not merged into a case-level verdict. ✓ satisfied · ✗ not satisfied · ○ not reached · · not addressed. Muted blocks are not counted. Sub-element evidence remains on case and element pages.
Elements 1–6 of 15
| Case | Persons protected by equal contractual rights | Plaintiff has rights in an existing or proposed contract | Formation performance termination or contractual benefits | Judicial intentional-race-discrimination requirement | Judicial but-for causation of contractual injury | Nongovernmental impairment |
|---|---|---|---|---|---|---|
| Beasley v. Warren Unilube, Inc. — 933 F.3d 932 (2019) · United States Court of Appeals for the Eighth Circuit · 2019 (42usc1981: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | · not addressed | · not addressed |
Elements 7–12 of 15
| Case | Judicial section 1983 remedial route for state-law impairment | Opposition to racial impairment of contract rights | Judicial defendant-knowledge requirement for retaliation | Judicial material-adversity requirement for retaliation | Judicial causation requirement for retaliatory injury | Contract and retaliation scope with noncontract clauses identified |
|---|---|---|---|---|---|---|
| Beasley v. Warren Unilube, Inc. — 933 F.3d 932 (2019) · United States Court of Appeals for the Eighth Circuit · 2019 (42usc1981: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | · not addressed | · not addressed | · not addressed | · not addressed | · not addressed | · not addressed |
Elements 13–15 of 15
| Case | Judicial hostile-environment threshold and attribution | Claim-specific limitations and accrual | Compensatory equitable punitive and fee remedies |
|---|---|---|---|
| Beasley v. Warren Unilube, Inc. — 933 F.3d 932 (2019) · United States Court of Appeals for the Eighth Circuit · 2019 (42usc1981: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | · not addressed | · not addressed | · not addressed |
Instances and excluded annotation blocks
| Case | Element | Holding and scope | Pattern | Exact source quotations |
|---|---|---|---|---|
| Beasley v. Warren Unilube, Inc. — 933 F.3d 932 (2019) · United States Court of Appeals for the Eighth Circuit · 2019 — satisfied · conceded (42usc1981: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | Plaintiff has rights in an existing or proposed contract | satisfied Counted merits instance applied / merits basis: conceded | quality-assurance-manager | Beasley started working as the Quality Assurance Manager at Warren in October 2012.Source: docroot/ir/caselaw/f3d_933.jsonl#/f3d/933/0932-01; Unicode character offsets [385:468] (end exclusive); SHA-256 d1846e5db0885bf3d16f8d6cd950b6760f1243f8ce4d85d57186f67ae976e1e0. |
| Beasley v. Warren Unilube, Inc. — 933 F.3d 932 (2019) · United States Court of Appeals for the Eighth Circuit · 2019 — satisfied · conceded (42usc1981: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | Nongovernmental impairment | satisfied Counted merits instance applied / merits basis: conceded | manufacturing-employer | Warren produces motor oil and other automotive lubricants.Source: docroot/ir/caselaw/f3d_933.jsonl#/f3d/933/0932-01; Unicode character offsets [326:384] (end exclusive); SHA-256 d1846e5db0885bf3d16f8d6cd950b6760f1243f8ce4d85d57186f67ae976e1e0. |
| Beasley v. Warren Unilube, Inc. — 933 F.3d 932 (2019) · United States Court of Appeals for the Eighth Circuit · 2019 — satisfied · conceded (42usc1981: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | Persons protected by equal contractual rights | satisfied Counted merits instance applied / merits basis: conceded | african-american | He plainly meets the first and third requirements: he is a member of a protected group and was fired.Source: docroot/ir/caselaw/f3d_933.jsonl#/f3d/933/0932-01; Unicode character offsets [9509:9610] (end exclusive); SHA-256 d1846e5db0885bf3d16f8d6cd950b6760f1243f8ce4d85d57186f67ae976e1e0. |
| Beasley v. Warren Unilube, Inc. — 933 F.3d 932 (2019) · United States Court of Appeals for the Eighth Circuit · 2019 — not · no-evidence (42usc1981: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | Judicial intentional-race-discrimination requirement | not Counted merits instance applied / merits basis: no-evidence The prima facie stage was satisfied (replacement by a white employee); the claim failed at the pretext stage. | white-managers-in-other-departments-not-similarly-situated-and-also-disciplined | Shortly after, Warren hired Beasley's replacement, who was white.Source: docroot/ir/caselaw/f3d_933.jsonl#/f3d/933/0932-01; Unicode character offsets [6376:6441] (end exclusive); SHA-256 d1846e5db0885bf3d16f8d6cd950b6760f1243f8ce4d85d57186f67ae976e1e0.Yet Beasley never shows that he and any of these people shared the same supervisor, were subject to the same standards, or engaged in the same conduct.Source: docroot/ir/caselaw/f3d_933.jsonl#/f3d/933/0932-01; Unicode character offsets [13139:13290] (end exclusive); SHA-256 d1846e5db0885bf3d16f8d6cd950b6760f1243f8ce4d85d57186f67ae976e1e0.Although he was in a similar level of management as Beasley, he had a much longer tenure at Warren-27 years as opposed to 3 years.Source: docroot/ir/caselaw/f3d_933.jsonl#/f3d/933/0932-01; Unicode character offsets [13707:13837] (end exclusive); SHA-256 d1846e5db0885bf3d16f8d6cd950b6760f1243f8ce4d85d57186f67ae976e1e0.As previously noted, two other mid-level managers, both of whom were white, were disciplined in June 2015, and another white mid-level manager was eventually fired.Source: docroot/ir/caselaw/f3d_933.jsonl#/f3d/933/0932-01; Unicode character offsets [16933:17097] (end exclusive); SHA-256 d1846e5db0885bf3d16f8d6cd950b6760f1243f8ce4d85d57186f67ae976e1e0.The plaintiff must establish "that he and the employees outside of his protected group were similarly situated in all relevant respects."Source: docroot/ir/caselaw/f3d_933.jsonl#/f3d/933/0932-01; Unicode character offsets [12244:12381] (end exclusive); SHA-256 d1846e5db0885bf3d16f8d6cd950b6760f1243f8ce4d85d57186f67ae976e1e0.Because "[t]he same analysis [applies] to claims of discrimination ... under Title VII and 42 U.S.C. § 1981," Takele v. Mayo Clinic , 576 F.3d 834, 838 (8th Cir. 2009), we use Title VII as shorthand for both claims below.Source: docroot/ir/caselaw/f3d_933.jsonl#/f3d/933/0932-01; Unicode character offsets [18176:18397] (end exclusive); SHA-256 d1846e5db0885bf3d16f8d6cd950b6760f1243f8ce4d85d57186f67ae976e1e0.Without some way to tie his termination to racial animus, Beasley's claim fails.Source: docroot/ir/caselaw/f3d_933.jsonl#/f3d/933/0932-01; Unicode character offsets [17098:17178] (end exclusive); SHA-256 d1846e5db0885bf3d16f8d6cd950b6760f1243f8ce4d85d57186f67ae976e1e0.Because we find that Beasley has not established intentional discrimination, either by showing that Warren treated similarly-situated employees in a disparate manner or otherwise, his claims fail.Source: docroot/ir/caselaw/f3d_933.jsonl#/f3d/933/0932-01; Unicode character offsets [17825:18021] (end exclusive); SHA-256 d1846e5db0885bf3d16f8d6cd950b6760f1243f8ce4d85d57186f67ae976e1e0. |