In the
United States Court of Appeals
For the Seventh Circuit
____________________
No. 13‐1742
CORINA BASS,
Plaintiff‐Appellant,
v.
JOLIET PUBLIC SCHOOL DISTRICT NO. 86,
Defendant‐Appellee.
____________________
Appeal from the United States District Court for the
Northern District of Illinois, Eastern Division.
No. 11 C 8136 — John W. Darrah, Judge.
____________________
ARGUED NOVEMBER 6, 2013 — DECIDED MARCH 26, 2014
____________________
Before WOOD, Chief Judge, and FLAUM and TINDER, Circuit
Judges.
WOOD, Chief Judge. For 10 years, Corina Bass worked as a
custodian for Joliet Public School District No. 86. She lost her
job in 2011. Believing that she was the victim of sex discrimi‐
nation, she brought this action under Title VII of the Civil
Rights Act of 1964, 42 U.S.C. § 2000e et seq. The district court
granted summary judgment in the District’s favor, and Bass
now appeals. We have taken a fresh look at the record (so‐
2 No. 13‐1742
called de novo review), but we conclude that the district court
was correct: there are no genuine issues of material fact, and
the District is entitled to judgment as a matter of law. We
therefore affirm.
I
Bass worked for the District as a custodian from May
2001 until February 2, 2011. In April 2002, she was assigned
to work the 2:00–10:30 pm shift at Cunningham Elementary
School. At the time Cunningham was a single‐floor building
but in 2003 a second story was added on. The additional
space was more than one employee could handle, and so the
District assigned Lewis Pickens, a male, to Cunningham to
work the same shift as Bass; Pickens was responsible for
cleaning the new second floor. The second floor included 19
classrooms and the library, while the first floor had 11 class‐
rooms and the gym. The principal of Cunningham, Maria
Arroyo, was Bass’s direct supervisor from November 2008
until she was fired.
During the 2008–09 school year, the District hired an out‐
side vendor, Pike Systems, to conduct a time‐study of custo‐
dial duties at 11 of its schools. The study was supposed to
shed light on how long different custodial tasks should take
and to recommend measures that would improve efficiency.
At Cunningham, Pike’s work revealed that the tasks associ‐
ated with the second floor took more time to complete than
one shift permitted, while those for the first floor could be
finished in less time than one shift. As a result, Pike recom‐
mended that the restrooms on the second floor be reassigned
to the custodian responsible for the first floor. While Bass
was on leave, the District had the substitute first‐floor custo‐
dian try out the new arrangement (that is, clean both the en‐
No. 13‐1742 3
tire first floor and the second floor restrooms). She was able
to do so during her shift. As a result, the District approved
the reassignment of the second‐floor restrooms to the first
floor custodian, Bass. The Pike study also resulted in reas‐
signments at other schools, with seven male custodians as‐
signed additional duties. Neither Bass nor the District tells
us how many women other than Bass were given additional
work.
On December 10, 2008, a meeting was held at Cunning‐
ham to discuss the new system with Bass, Pickens, and the
Cunningham building engineer, Charles Hicks. At the meet‐
ing, Bass complained that the new arrangement was not fair
and resulted in too much work for her.
Around the same time, Bass began having performance
issues, which led to two suspensions without pay. Bass did
not contest these suspensions at the time; she admitted that
she had failed to complete all of her cleaning duties. After
she completed her suspensions her performance improved
significantly, and she was rated “exceeds standards” by Ar‐
royo at the end of the 2009–10 school year. Bass explains this
improvement as the result of efforts beyond the call of duty:
she says that she stopped taking routine breaks in order to
complete all her work. The reason why her performance im‐
proved, however, is immaterial, because performance was
not the basis for her termination—attendance was.
Under the collective bargaining agreement (CBA) to
which Bass was subject, she was permitted a one‐time disa‐
bility leave for up to twelve months, in addition to all other
accrued sick leave (which had to be exhausted first). The
CBA provides that employees who are absent after exhaust‐
ing all leave are subject to disciplinary action, up to and in‐
4 No. 13‐1742
cluding termination. Prior to 2010, Bass had taken two ex‐
tended leaves of absence, including two disability leaves of
nearly a year, one from March 14, 2005, to January 27, 2006,
and another from September 3, 2007, to July 9, 2008. These
absences alone exceeded the amount of leave to which Bass
was entitled under the CBA.
Unfortunately, Bass injured her back on August 12, 2010,
and again took family medical leave. The District told Bass
that since she already had used two long‐term disability
leaves and all her other accrued leave, she would have no
more available leave as of November 3, 2010, and she would
be fired if she failed to return to work. Bass got a doctor’s
note indicating that she could return to work on light duty,
but the District had a longstanding policy of not having
light‐duty assignments for custodians. Bass did return to
work on November 4, 2010, apparently without restriction.
Twelve days later, she injured her back again and was out for
2.5 days. At that time, she had only one sick day available,
and so this new absence resulted in 1.5 days of unexcused
and unpaid time off; based on that incident, the District is‐
sued a written reprimand to her. She returned to work on
November 19, 2010. On January 3, 2011, Bass again did not
report to work. She provided a doctor’s note dated January 4
stating that she could not work because of severe back pain;
the note estimated that she would need to be absent for at
least a week. The next day, Bass was told that her available
leave would be exhausted on January 5, 2011, and that she
would be fired if she did not report to work. Nonetheless,
she did not return to work; instead, she brought another
doctor’s note dated January 7 indicating that she was unable
to work. This note provided no anticipated return date.
No. 13‐1742 5
Even then, the District did not fire Bass immediately,
though it had the right to do so under the CBA. Instead, it
held a meeting with Bass on January 13, 2011, to discuss her
unexcused absences. Bass proffered a doctor’s note dated
January 12, which stated that she could return to work with
lifting restrictions. This was not good enough, however, giv‐
en the District policy precluding light‐duty jobs for custodi‐
ans. When asked when she would be able to return without
restrictions, Bass did not reply. She was fired on February 2,
2011, on the ground of job abandonment and failure to re‐
turn to work after exhausting all available leave.
Bass was not the first custodian to be fired for this reason.
Three male custodians lost their jobs between 2008 and 2011
on the same ground. Nonetheless, on May 24, 2011, Bass
filed a charge with the Equal Employment Opportunity
Commission (EEOC), alleging sex discrimination. She re‐
ceived a Notice of Right to Sue on August 17, 2011, and
moved ahead with this lawsuit. After the close of discovery,
the District moved for summary judgment and, after some
additional briefing, the district court granted that motion.
II
Title VII provides that a charge of employment discrimi‐
nation must be filed with the EEOC within 300 days of the
alleged unlawful employment practice, in deferral states like
Illinois. 42 U.S.C. § 2000e‐5(e)(1); see Mohasco Corp. v. Silver,
447 U.S. 807 (1980); Roney v. Ill. Dept. of Transp., 474 F.3d 455,
460 (7th Cir. 2007). An “unlawful employment practice” in‐
cludes discrete acts, such as firing. See Nat’l R.R. Passenger
Corp. v. Morgan, 536 U.S. 101, 114 (2002). If a plaintiff does
not file a charge concerning a discrete act within the 300‐day
window, her claim is time‐barred and she may not recover.
6 No. 13‐1742
See Roney, 474 F.3d at 460. Discrete acts stand in contrast to
the situation that is usually known as a “continuing viola‐
tion” or more precisely in this case, a “cumulative violation.”
See Turley v. Rednour, 729 F.3d 645, 654 (7th Cir. 2013)
(Easterbrook, C.J., concurring). Cumulative violations arise
when it is not immediately apparent that the law is being
violated. Accordingly, a plaintiff may delay suing “until a
series of wrongful acts blossoms into an injury on which suit
can be brought.” Limestone Dev. Corp. v. Vill. of Lemont, Ill.,
520 F.3d 797, 801 (7th Cir. 2008); see also Dasgupta v. Univ. of
Wis. Bd. of Regents, 121 F.3d 1138, 1139 (7th Cir. 1997)
(“[D]uration is often necessary to convert what is merely of‐
fensive behavior, and therefore not actionable under Title
VII, into an actionable alteration in the plaintiff’s working
conditions.”) (internal citations omitted). If a discrete wrong‐
ful act causes continuing harm, in contrast, then the 300‐day
period runs from the date of that event; it does not restart
with each new day the harm is experienced. See Morgan, 536
U.S. at 110–15.
The need for a timely charge is Bass’s first problem. She
alleges that the December 2008 reassignment of the rest‐
rooms and the February 2009 suspensions were discrimina‐
tory actions that must be viewed as part of a continuing vio‐
lation. The district court, however, correctly recognized that
any complaint about those incidents was time‐barred. Reas‐
signment of duties and suspensions are discrete acts. Noth‐
ing about their duration or repetition changes their nature in
such a way that a cumulative violation could arise. Because
these events took place outside the 300‐day window, they
are not actionable. On appeal, Bass has not offered any rea‐
son why the district court was wrong, nor can we think of
any.
No. 13‐1742 7
Moreover, even if (counterfactually) the district court
were incorrect about the time‐bar, the District presented a
legitimate non‐discriminatory reason for these two actions.
Its reassignments were based on the time study showing that
it would be more efficient to give the custodian responsible
for the first floor the second‐floor restroom duty. Bass offers
no reason why we should find that reason to be pretextual.
We note, however, that the District also argues, citing Hay‐
wood v. Lucent Techs., Inc., 169 F. Supp. 2d 890, 918 n.7 (N.D.
Ill. 2001), aff’d, 323 F.3d 524 (7th Cir. 2003), that Bass’s sex
discrimination claim is “dubious at best” because her super‐
visor was a woman. We are not sure why it did so, since this
court’s decision in Haywood expressly rejected that very ar‐
gument. See 323 F.3d at 530. Indeed, so has the Supreme
Court. See Oncale v. Sundowner Offshore Servs., Inc., 523 U.S.
75, 82 (1998) (“[W]e conclude that sex discrimination consist‐
ing of same‐sex sexual harassment is actionable under Title
VII … .”). Nonetheless, we repeat for the sake of emphasis
that there is no legal presumption that people of a certain
group never discriminate against other members of that
group.
Finally, Bass did not challenge the district court’s finding
that neither the 2008 assignment of the second‐floor re‐
strooms nor her written reprimands qualified as an adverse
employment action. She has therefore forfeited any argu‐
ment based on either of those incidents. (For what it is
worth, the law would have been against her in any event.)
Bass did file her EEOC charge in time to contest the loss
of her job, and so we move on to the heart of her appeal. She
argues that she was fired because she is a woman. Under
current law Bass may prove her claim through either the
8 No. 13‐1742
“direct” or “indirect” method of proof, although we have
observed that when all is said and done, the fundamental
question at the summary judgment stage is simply whether
a reasonable jury could find prohibited discrimination. See
Perez v. Thorntons, Inc., 731 F.3d 699, 703 (7th Cir. 2013); Cole‐
man v. Donahoe, 667 F.3d 835, 863 (7th Cir. 2012) (Wood, J.,
concurring) (“By now … the various tests that we insist law‐
yers use have lost their utility … . In order to defeat sum‐
mary judgment, the plaintiff one way or the other must pre‐
sent evidence showing that she is in a class protected by the
statute, that she suffered the requisite adverse action (de‐
pending on her theory), and that a rational jury could con‐
clude that the employer took that adverse action on account
of her protected class, not for any non‐invidious reason.”).
While Bass argues her claim survives under either the in‐
direct or direct methods, she fails on both. Bass has present‐
ed no—literally no—evidence that her firing was for a pro‐
hibited reason.
Under the direct method, the plaintiff must present either
direct or circumstantial evidence of discrimination in her
opposition to summary judgment. See Koszola v. Bd. of Educ.
of the City of Chi., 385 F.3d 1104, 1109 (7th Cir. 2004). Regard‐
less of the type of evidence presented, the direct method is
used when that evidence would permit the trier of fact to
find that unlawful discrimination caused the adverse job ac‐
tion. Blise v. Antaramian, 409 F.3d 861, 866 (7th Cir. 2005).
Bass, however, offered no evidence that would allow a trier
of fact to find that sex discrimination lay behind the District’s
action. Speculation is no substitute for evidence at the sum‐
mary judgment stage. In that connection, Bass seems to have
misunderstood her burden: her brief states that “[n]o real
No. 13‐1742 9
evidence has been submitted which would preclude a jury
finding of discrimination on the part of the defendant. No
evidence has been presented to show that the discipline and
termination of Bass caused her to be treated the same as oth‐
er male employees.” (Emphasis added.) This statement may
be true, but it misstates the test in discrimination cases. It is
Bass, the party with the burden of proof, who must present
some evidence that would allow a rational jury to infer in‐
tentional discrimination by the District. She did not do so.
Instead, the District went the extra mile and provided valid
reasons for its decision to terminate her employment. Under
the CBA, Bass was entitled to a certain amount of leave. She
exceeded that allowance by a significant margin. She was
warned, meetings were held, she did not return to work, and
she was fired. Three men were also fired for the same reason
between 2008 and 2011. No trier of fact could find discrimi‐
nation on that record.
Bass also relies on the indirect method, using the familiar
McDonnell Douglas test. McDonnell Douglas Corp. v. Green, 411
U.S. 792 (1973). Under this approach, Bass needed first to es‐
tablish a prima facie case of discrimination. To do so she had
to show (1) that she was a member of a protected class; (2)
that she was performing her job satisfactorily; (3) that she
suffered an adverse employment action; and (4) that the em‐
ployer treated similarly situated employees outside of the
protected class more favorably. See Lucas v. Chi. Transit Auth.,
367 F.3d 714, 728 (7th Cir. 2004). Elements (1) and (3) are here
(and often are) easily satisfied—Bass is a woman and she
was fired. But Bass can show neither that she was perform‐
ing her job satisfactorily nor that the District treated males
more favorably. Bass repeatedly missed work. She received
written reprimands for her unexcused absences, in accord‐
10 No. 13‐1742
ance with her CBA. Although she eventually returned to
work, it was not for long. She failed to report to work again
on January 3, 2011, at a time when she had exhausted all
available leave. Her violations of the District’s attendance
guidelines demonstrate that she was not meeting the Dis‐
trict’s legitimate expectations. See Contreras v. Suncast Corp.,
237 F.3d 756, 761 (7th Cir. 2001) (“[Plaintiff] violated the
company’s work attendance guidelines on no less than eight
occasions … . All these facts show that [plaintiff] was not
meeting the legitimate expectations of [his employer].”).
Apart from an unsupported assertion in her brief that “simi‐
larly situated males were treated differently,” she offers
nothing on element four. Without at least a name to test, the
district court had no choice but to grant summary judgment
for the District.1
**********************
We AFFIRM the district court’s order granting defendants
summary judgment. Plaintiff’s attorney, Steven H. Jesser, is
ordered to show cause why he should not be sanctioned for
filing a frivolous appeal. See FED. R. APP. P. 38. He has 14
days to file a response. We also direct the clerk of this court
to transmit a copy of this opinion to Illinois’s Attorney Regis‐
1 In the final sentence of both her opening and reply briefs, Bass
briefly contends that the district court’s imposition of costs against
her should be vacated. Without any further analysis or citation to
authority, we find this argument waived. See Mahaffey v. Ramos,
588 F.3d 1142, 1146 (7th Cir. 2009) (“Perfunctory, undeveloped
arguments without discussion or citation to pertinent legal au‐
thority are waived.”).
No. 13‐1742 11
tration and Disciplinary Commission for any action it deems
appropriate.