Byline: WISCONSIN LAW JOURNAL STAFF
U.S. Court of Appeals for the 7th Circuit
Employment -- race discrimination
Where an employee failed to meet his employer's reasonable expectations, his termination was not race discrimination.
"All three of Huang's arguments are meritless. First, employers are entitled to determine their scheduling needs, see Foster v. Arthur Andersen, LLP, 168 F.3d 1029, 1035 (7th Cir. 1999), and decide whether employees are satisfying them, see Collins v. American Red Cross, 715 F.3d 994, 1000 (7th Cir. 2013); Naik v. Boehringer Ingelheim Pharm., Inc., 627 F.3d 596, 600 (7th Cir. 2010). Huang's offer to work Sundays could not satisfy CNA's needs because the company needed him on call throughout all of Sunday and Saturday, and he refused to comply. Second, although a longing to spend more time with family is understandable, it does not undermine the legitimacy of a work schedule that cuts into family time. Grube v. Lau Indus. Inc., 257 F.3d 723, 729 (7th Cir. 2001). Nor does Huang's preference for home life invalidate CNA's conclusion that Huang did not meet the company's work expectations. See Robin v. Espo Eng'g Corp., 200 F.3d 1081, 1091-92 (7th Cir. 2000). Finally, CNA need not have memorialized its pager duty in a job...