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as ineligible for rehire because she “would not follow
instructions and caused many disruptions in the work area”. As a
money transfer clerk at Regions, petitioner was reviewed
frequently. In her first review, the supervisors listed
petitioner’s work as unsatisfactory, noting that she often
“bickered” with her coworkers, was not always dependable, and did
not seem to grasp the job. It was particularly noted that
petitioner made multiple wire transfer errors that, had they not
been detected by a supervisor, would have caused Regions to lose
several million dollars. A subsequent review, in January 1997,
showed petitioner dealt well with customers but further stated
she still needed to improve. The review also noted that
petitioner made many errors that caused extra work for other
employees.
Sometime in early 1997, petitioner was transferred to
another department as a utility clerk. Petitioner considered
this a demotion even though she received a slight pay increase.3
Petitioner received one negative review shortly after that
transfer, which noted she was still unreliable. After that,
however, petitioner received satisfactory reviews and continued
to get periodic pay increases.
3Petitioner testified at trial that she never received pay
raises from Regions; however, she admitted during a deposition in
the title VII lawsuit that she had received numerous pay raises.
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Last modified: May 25, 2011