Rhodes, Donna M. v. IL Dept Trans ( 2004 )


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  •                               In the
    United States Court of Appeals
    For the Seventh Circuit
    ____________
    No. 03-1651
    DONNA M. RHODES,
    Plaintiff-Appellant,
    v.
    ILLINOIS DEPARTMENT OF TRANSPORTATION,
    Defendant-Appellee.
    ____________
    Appeal from the United States District Court
    for the Northern District of Illinois, Eastern Division.
    No. 01 C 9040—Ruben Castillo, Judge.
    ____________
    ARGUED NOVEMBER 6, 2003—DECIDED FEBRUARY 26, 2004
    ____________
    Before CUDAHY, MANION, and ROVNER, Circuit Judges.
    MANION, Circuit Judge. Rhodes filed this Title VII
    action alleging discrimination against her former employer,
    the Illinois Department of Transportation (“IDOT”). She
    appeals the district court’s decision to grant IDOT’s mo-
    tion for summary judgment dismissing with prejudice her
    claims of sex discrimination, sexual harassment, and retal-
    iation. We affirm.
    2                                              No. 03-1651
    I.
    Rhodes was employed by IDOT as a full-time, seasonal
    highway maintainer at the Arlington Heights Maintenance
    Yard (“Yard”) for three winter seasons from 1996 through
    1999. Other workers generally refer to seasonal highway
    maintainers as “snowbirds.” As a snowbird, Rhodes’ job
    duties included plowing roadways during and after snow-
    storms, patching potholes, trimming trees, washing and
    cleaning snow trucks, and general Yard maintenance.
    The chain of command at the Yard where Rhodes worked
    includes the Technician position, the Lead Lead Worker,
    and the Lead Worker. Don Morrison and Jon Bondi alter-
    nated as the Lead Worker during Rhodes’ tenure. Michael
    Poladian served as the Lead Lead Worker during all three
    of Rhodes’ seasons. During Rhodes’ first two seasons,
    John Nicholas was the Technician and Matt Mara took the
    Technician position during her third and final season. The
    Lead Lead Worker is in charge of employees, but the
    Technician had the ultimate responsibility for all employees
    at the Yard, including the Lead Lead Worker. The Techni-
    cian and Lead Lead Worker are responsible for assembling
    crews and assigning tasks to employees. These positions are
    the top two jobs at the Yard, but neither the Technician nor
    Lead Lead Worker are authorized to hire, fire, transfer,
    promote, demote, or discipline employees. Instead, these
    decisions are made by the Department Administrative
    Services Manager, an off-site employee. If the Technician
    believes that an employee has violated Department policy,
    the Technician may issue a “Report of Rule Infraction” and
    recommend the imposition of sanctions to the Department
    Administrative Services Manager.
    Approximately 32 full and part-time employees worked
    at the Yard, and Rhodes was the only female during her first
    two seasons. Rhodes did not experience any serious docu-
    No. 03-1651                                                  3
    mented problems at work during her first two seasons, and
    her reviews at the end of both seasons indicated that she
    was meeting IDOT’s expectations. However, during Rhodes’
    second season, Poladian received some complaints from
    motorists that her snow route was not sufficiently plowed
    or that plowing took too long. For these reasons, Poladian
    suggested to Mara that Rhodes should be assigned to a
    shorter route. Accordingly, at the beginning of Rhodes’
    third season, her route was changed to a shorter route. She
    met with Poladian to discuss her disagreement with this
    change. This meeting led to a verbal altercation in which
    Rhodes asked for her old route back. Poladian refused to
    reassign Rhodes to her old route. According to Rhodes, she
    then asked to speak to Mara about the matter, and Poladian
    “threatened to strangle her.” Poladian denies that he made
    such a threat.
    After the altercation with Poladian, Rhodes proceeded to
    speak to Mara about the changed route and also discussed
    Poladian’s alleged threat. Mara asked Rhodes to put her
    allegations in writing so that he could investigate, but she
    refused. Regardless, Mara brought Rhodes’ allegations to
    the attention of his superior, Les Aling. Aling was an off-site
    Operations Engineer for IDOT. After speaking with Aling,
    Rhodes still did not get her old route back. Morrison, the
    Lead Worker, testified that he did not have a problem with
    Rhodes’ work and did not receive an answer when he asked
    Poladian why her route was changed.
    Rhodes claims that after complaining about the route
    change, work conditions deteriorated for her at the Yard.
    She claims that Poladian called her names such as “bitch”
    and “cunt” after she complained about the route changes.
    She also claims that Poladian forced her to wash a truck in
    sub-zero temperatures, that he assigned her to work in the
    Yard instead of on a road crew for several days, and that he
    4                                               No. 03-1651
    ordered Morrison to prohibit her from driving the foreman’s
    truck while other workers were patching potholes. Morrison
    testified that Poladian told him to not allow Rhodes to drive
    the foreman’s truck, and that he was never told to prohibit
    anyone other than Rhodes from driving the truck. In
    addition, Rhodes submitted evidence that she was prohib-
    ited from riding in the foreman’s truck.
    Rhodes also alleges that pornographic magazines and
    movies were prevalent at the Yard. She claims to have
    found and removed a picture of a nude woman placed on
    her locker, and often removed cartoons of a sexual nature
    from the bulletin board. Lead Worker Morrison and Lead
    Worker Bondi, both of whom oversaw Rhodes’ work at
    one time, confirm Rhodes’ testimony that a TV and VCR
    were used to watch pornographic movies during her em-
    ployment, and that they watched the movies and had seen
    Poladian watch as well. The record reveals that this TV
    and VCR were concealed in the mechanics’ room of the
    Yard, and that when the TV and VCR were brought out,
    employees used lookouts to prevent women and outsiders
    from catching on. Morrison testified that pornographic
    magazines were present at the Yard during all three years
    of Rhodes’ employment, and for several years prior.
    Bondi confirmed that the magazines were prevalent for 18
    years at the Yard. Mara has testified that he confiscated the
    magazines whenever he saw them at the Yard. Rhodes
    never looked at or complained about the pornographic
    magazines and videos.
    Rhodes’ other allegations include the claim that Poladian
    accused Morrison of having “something going on” with her.
    In addition, Pete Caruso, the Yard mechanic, claims that he
    was told by Poladian to not fix the heat in Rhodes’ truck.
    Finally, on the evening of her last day, Rhodes complains
    that she told Morrison, the Lead Worker, that she would be
    No. 03-1651                                                   5
    1
    absent in order to take the highway maintainer’s test in the
    morning, but was marked absent for failing to contact the
    Technician or Lead Lead Worker in compliance with IDOT
    policy. She admits that in spite of this, IDOT did not
    terminate her employment, but instead asked her to return
    as a snowbird for the 1999-2000 season and to interview for
    a permanent highway maintainer position, but she declined
    to return to work for IDOT any longer.
    In response to Rhodes’ allegations, IDOT emphasizes that
    it has a “zero tolerance” policy regarding harassment and
    discrimination. IDOT employs civil rights officers who con-
    duct yearly training sessions and post civil rights materials
    in the Yard. On the one occasion that Rhodes reported to
    Poladian that she had found a pornographic picture taped
    to her locker, Mara and Poladian immediately had a meet-
    ing with Yard employees and told them that such conduct
    was not permitted. IDOT claims Rhodes was marked absent
    because she failed to contact the Lead Lead Worker or the
    Technician as required by IDOT policy.
    The district court granted IDOT’s motion for summary
    judgment on Rhodes’ sex discrimination claim by finding
    that she had not presented any direct evidence of sexual
    discrimination, and that under the burden-shifting frame-
    work, she failed to establish the last two prongs of a prima
    facie case: an adverse employment action and that similarly
    situated persons were treated more favorably. Summary
    judgment was granted on her harassment claim because
    Mara and Poladian were found not to be supervisors for
    purposes of Title VII and IDOT was not negligent in failing
    to discover and remedy the harassment. As for Rhodes’
    1
    This test was necessary for Rhodes to maintain her eligibility
    for employment with IDOT.
    6                                                  No. 03-1651
    retaliation claim, the district court found that she flunked
    three out of the four elements required for a prima facie case
    because her complaints about the route change were not
    statutorily protected activity, she did not suffer an adverse
    employment action, and she was not treated less favorably
    than similarly situated male employees.
    II.
    A. Sex Discrimination Claim
    We review the district court’s grant of summary judgment
    de novo, construing all facts in favor of Rhodes, the
    nonmoving party. Rogers v. City of Chicago, 
    320 F.3d 748
    , 752
    (7th Cir. 2003). Summary judgment is appropriate when the
    “pleadings, depositions, answers to interrogatories, and
    admissions on file, together with the affidavits, if any, show
    that there is no genuine issue as to any material fact and
    that the moving party is entitled to judgment as a matter of
    law.” Fed. R. Civ. P. 56(c).
    Under Title VII of the Civil Rights Act of 1964, it is un-
    lawful for employers with more than 15 employees “to
    discriminate against any individual with respect to his . . .
    conditions . . . of employment, because of such individual’s .
    . . sex . . . .” 42 U.S.C. § 2000e-2(a)(1). A plaintiff may prove
    intentional employment discrimination under Title VII by
    using either the “direct method” or “indirect method.” See
    Cianci v. Pettibone Corp., 
    152 F.3d 723
    , 727-28 (7th Cir. 1998).
    The direct method of proof permits a plaintiff to show,
    by way of direct or circumstantial evidence, that his em-
    ployer’s decision to take an adverse job action against him
    was motivated by an impermissible purpose, such as sex. 
    Id. at 727
    . Direct evidence is evidence that, if believed by the
    trier of fact, would prove discriminatory conduct on the part
    No. 03-1651                                                   7
    of the employer without reliance on inference or presump-
    tion. Rogers, 
    320 F.3d at 753
    ; Plair v. E.J. Brach & Sons, Inc.,
    
    105 F.3d 343
    , 347 (7th Cir. 1997). In short, “[d]irect evidence
    ‘essentially requires an admission by the decision-maker
    that his actions were based upon the prohibited animus.’ ”
    Rogers, 
    320 F.3d at 753
     (citation omitted). A plaintiff can also
    prevail under the direct method of proof by constructing a
    “convincing mosaic” of circumstantial evidence that “allows
    a jury to infer intentional discrimination by the
    decisionmaker.” Troupe v. May Dept. Stores Co., 
    20 F.3d 734
    ,
    737 (7th Cir. 1994). That circumstantial evidence, however,
    “must point directly to a discriminatory reason for the
    employer’s action.” Adams v. Wal-Mart Stores, Inc., 
    324 F.3d 935
    , 939 (7th Cir. 2003).
    If a plaintiff cannot prevail under the direct method of
    proof, he must proceed under the indirect method, i.e., the
    familiar McDonnell Douglas framework. See Adams, 
    324 F.3d at 939
    . Under that test, the plaintiff must establish a prima
    facie case of discrimination. If the plaintiff establishes a
    prima facie case, the employer must articulate a legitimate,
    non-discriminatory reason for its employment action, and
    in response the plaintiff must prove that the employer’s
    proffered non-discriminatory reason is a pretext for dis-
    crimination. See Traylor v. Brown, 
    295 F.3d 783
    , 788 (7th Cir.
    2002). In order to establish a prima facie case, the plaintiff
    alleging sex discrimination must prove that: (1) he was a
    member of a protected class; (2) he was performing his job
    satisfactorily; (3) he experienced an adverse employment
    action; and (4) similarly situated individuals were treated
    more favorably. 
    Id.
    Whether the plaintiff proceeds by the direct or indirect
    method of proof, he must show a materially adverse em-
    ployment action. See, e.g., Haugerud v. Amery School District,
    
    259 F.3d 678
    , 691 (7th Cir. 2001). A materially adverse em-
    8                                                 No. 03-1651
    ployment action is something “more disruptive than a mere
    inconvenience or an alteration of job responsibilities.” Crady
    v. Liberty National Bank and Trust Co. of Indiana, 
    993 F.2d 132
    ,
    136 (7th Cir. 1993). For purposes of Title VII, an adverse
    employment action is a significant change in the claimant’s
    employment status such as hiring, discharge, denial of
    promotion, reassignment to a position with significantly
    different job responsibilities, or an action that causes a
    substantial change in benefits. See, e.g., Bell v. EPA, 
    232 F.3d 546
    , 555 (7th Cir. 2000).
    Here, it is important to initially emphasize the undisputed
    evidence that Rhodes voluntarily decided to quit her job
    after being marked absent once. Rhodes does not allege any
    significant changes in her employment status, nor does she
    allege that she suffered a substantial change in benefits.
    Instead, her allegations of sex discrimination amount to: 1)
    having to wash her truck in cold weather; 2) being assigned
    to the Yard instead of a road crew for three days in April of
    1999; 3) having to drive a truck without heat for a few days;
    4) being prohibited from driving or riding in the foreman’s
    truck; 5) the change in her route; and 6) being marked ab-
    sent on her last day of work allegedly contrary to company
    policy.
    Rhodes’ allegations, if true, constitute mere temporary
    inconveniences and do not rise to the level of an adverse
    employment action. See Halloway v. Milwaukee County, 
    180 F.3d 820
    , 826-27 (7th Cir. 1999). Not everything that makes
    an employee unhappy qualifies as an adverse action for
    Title VII, see Smart v. Ball State Univ., 
    89 F.3d 437
    , 441 (7th
    Cir. 1996), and this is particularly true since Rhodes pri-
    marily complains of assignments or tasks consistent with
    the job duties of a winter highway maintenance worker. The
    record indicates that other snowbirds were also transferred
    to different routes, and that Rhodes’ new route was actually
    No. 03-1651                                                   9
    shorter than her previous route. Rhodes’ allegation that she
    was marked absent without pay does not qualify as a
    disciplinary suspension because this single absence had
    only a negligible impact on her income, and did not cause
    her material harm. See Williams v. Bristol-Meyers Squibb Co.,
    
    85 F.3d 270
    , 274 (7th Cir. 1996); Traylor, 
    295 F.3d at 789
    .
    Accordingly, the district court correctly granted IDOT’s
    motion for summary judgment because Rhodes did not
    submit evidence of a materially adverse employment action
    within the meaning of Title VII.
    B. Sexual Harassment in the Form of a Hostile Work
    Environment Claim
    To prevail on a claim of sexual harassment based on hos-
    tile work environment, a plaintiff must establish that: (1) she
    was subjected to unwelcome sexual advances, requests for
    sexual favors or other verbal or physical conduct of a sexual
    nature; (2) the conduct was severe or pervasive enough to
    create a hostile work environment; (3) the conduct was
    directed at her because of her sex; and (4) there is a basis for
    employer liability. Hall v. Bodine Elec. Co., 
    276 F.3d 345
    , 355
    (7th Cir. 2002). Proof of a hostile work environment requires
    evidence that the plaintiff was subjected to conduct “so
    severe or pervasive as to alter the conditions of employment
    and create an abusive working environment.” Hilt-Dyson v.
    City of Chicago, 
    282 F.3d 456
    , 462-63 (7th Cir. 2002). To
    qualify as “hostile,” the work environment must be “both
    objectively and subjectively offensive . . . .” Hilt-Dyson, 
    282 F.3d at 463
    .
    Here, IDOT concedes that Rhodes was subjected to un-
    welcome, sexually-related conduct severe or pervasive
    enough to create a hostile work environment. The only
    question for review is whether the district court correctly
    10                                                  No. 03-1651
    determined that she failed to establish a basis for em-
    ployer liability. The standard for employer liability turns on
    whether the alleged harasser was the plaintiff’s supervisor,
    instead of a mere co-worker. See, e.g., Faragher v. City of
    Raton, 
    524 U.S. 775
    , 807-08 (1998); Haugerud, 
    259 F.3d at
    696-
    97. Harassment by a supervisor of the plaintiff triggers strict
    liability, subject to the possibility of an affirmative defense
    in the event the plaintiff suffered no tangible employment
    action. See Parkins v. Civil Constrs. of Ill, Inc., 
    163 F.3d 1027
    ,
    1032 (7th Cir. 1998). Conversely, an employer may be found
    liable for a hostile work environment created by an em-
    ployee who was not the plaintiff’s supervisor only where
    the plaintiff proves that the employer has “been negligent
    either in discovering or remedying the harassment.” 
    Id.
    The district court determined the alleged harassers to be
    Mara and Poladian, and concluded that Rhodes failed to
    submit competent evidence that these individuals had the
    authority to make decisions affecting the terms and con-
    ditions of her employment. In addition, the district court
    determined that Rhodes could not establish that IDOT was
    negligent either in discovering or remedying any harass-
    ment committed by employees who were not supervisors of
    Rhodes, and that the pornography at the Yard was not so
    pervasive as to impute knowledge to IDOT. We examine
    each of these conclusions.
    We first consider the issue of supervisor harassment. For
    there to be an issue of material fact as to whether a super-
    visor harassed Rhodes, it is not enough that she point to
    evidence that anyone with managerial authority engaged in
    sexual harassment; instead Rhodes, as the victim of the
    harassment, must show that the harasser served specifically
    as her supervisor. Id at 1032-34. A supervisor is someone
    with the power to directly affect the terms and conditions of
    the plaintiff’s employment. 
    Id. at 1034
    ; Hall, 
    276 F.3d at 355
    .
    No. 03-1651                                                   11
    “Supervisor” is a legal term of art for Title VII purposes,
    and an employee merely having authority to oversee aspects
    of another employee’s job performance does not qualify as
    a supervisor in the Title VII context. See Hall, 
    276 F.3d at 355
    (“[T]he fact that an employer authorized one employee to
    oversee aspects of another employee’s job performance does
    not establish a Title VII supervisory relationship.”). Hall
    held that the plaintiff’s harasser did not qualify as a super-
    visor despite the fact that he: (1) exercised authority to
    direct plaintiff’s work operations; (2) provided input into
    her performance evaluations; and (3) was charged with
    training her and other less-experienced employees. 
    Id.
    Here, similar to the responsibilities of the harasser in Hall,
    Mara and Poladian managed Rhodes’ work assignments,
    investigated complaints and disputes, and made recommen-
    dations concerning sanctions for rule violations to the
    Department Administrative Services Manager. However, it
    is undisputed that neither Mara nor Poladian had authority
    to make any decisions affecting the terms and conditions of
    Rhodes’ employment, i.e., the authority to hire, fire, pro-
    2
    mote, demote, discipline or transfer Rhodes.
    Accordingly, since Rhodes cannot establish that Mara or
    Poladian exercised supervisory authority over her under
    Title VII, she is entitled to reach a jury only if she pointed to
    competent evidence that IDOT was negligent either in
    discovering or remedying the harassment directed at her.
    2
    The district court focused generally on whether Mara or
    Poladian had the authority to alter the terms and conditions of
    employment for any employee at the Yard. The scope is narrower
    than that. The proper focus should examine whether Mara or
    Poladian were vested with the authority to alter the terms and
    conditions of Rhodes’ specific employment. See Parkins, 
    163 F.3d at 1032
    .
    12                                                No. 03-
    1651 Hall, 276
     F.3d at 356. IDOT “will not be liable for the hostile
    environment absent proof that it failed to take appropri-
    ate remedial measures once apprised of the harassment.”
    Hostetler v. Quality Dining, Inc., 
    218 F.3d 798
    , 809 (7th
    Cir. 2000). Generally, we do not consider an employer to
    be apprised of the harassment “unless the employee makes
    a concerted effort to inform the employer that a problem
    exists.” Silk v. City of Chicago, 
    194 F.3d 788
    , 807 (7th Cir.
    1999) (internal quotation omitted). However, we could
    charge an employer with constructive notice where the har-
    assment is sufficiently obvious. Mason v. Southern Ill. Univ.,
    
    233 F.3d 1036
    , 1046, n.8 (7th Cir. 2000); Zimmerman v. Cook
    County Sheriff’s Dept., 
    96 F.3d 1017
    , 1018 (7th Cir. 1996).
    Regardless, as emphasized by the district court, “the law
    against sexual harassment is not self-enforcing.” Perry
    v. Harris Chernin, Inc., 
    126 F.3d 1010
    , 1014 (7th Cir. 1997).
    Without employer knowledge of harassing conduct, the law
    does not require an employer to do more than promote
    general anti-harassment policies and training to ensure
    compliance with Title VII. See Cooke v. Stefani Mgmt. Servs.,
    Inc., 
    250 F.3d 564
    , 569 (7th Cir. 2001).
    The district court determined that IDOT had an adequate
    anti-harassment policy in place, and that Rhodes’ sole har-
    assment-related complaint, arising from a pornographic
    photo taped to her locker, was addressed appropriately.
    Specifically, the IDOT policy identifies designated contact
    persons to accept complaints of discrimination or harass-
    ment. In addition, the names and phone numbers of these
    contact persons, along with civil rights newsletters and
    posters, are displayed in the Yard. After Rhodes complained
    about the pornographic photo taped to her locker, Mara and
    Poladian immediately called a meeting where they empha-
    sized that such material was prohibited in the Yard due to
    the well-publicized “zero tolerance” anti-harassment policy.
    No. 03-1651                                                  13
    Rhodes argues that IDOT should have been aware of
    the pornography in the workplace because such material
    was present for several years. In addition, she argues that
    the meetings called by Mara and Poladian to reinforce
    the IDOT anti-harassment policy were a sham because
    Poladian personally viewed the pornography. However,
    there is no evidence that Rhodes or anyone else complained
    about the pornographic magazines or movies. The record
    reveals that Mara, the highest-ranking IDOT employee at
    the Yard, discarded pornographic magazines any time he
    saw them. Moreover, there is no evidence that Mara
    watched any of the pornographic movies, or even knew that
    there was a TV and VCR at the Yard. Importantly, the men
    kept a “lookout” to alert them if a woman or outsider
    approached while they were viewing the movies. Accord-
    ingly, Rhodes has failed to set forth sufficient evidence that
    the harassment was so pervasive and obvious that IDOT
    must be charged with constructive knowledge as explained
    in Mason and Zimmerman. It is undisputed that Rhodes’
    single complaint of harassment raised with management
    addressed only the pornographic picture taped to her
    locker. We agree with the district court that this complaint
    does not impute knowledge to IDOT of the pornographic
    magazines and the existence of the television. Likewise,
    there is no evidence that this complaint even remotely
    pinpointed the myriad of other allegations of discrimination
    alleged in this lawsuit. Cf. Hrobowski v. Worthington Steel Co.,
    ___ F.3d ___ (7th Cir. 2004), 
    2004 WL 291973
    , at *4 (7th Cir.
    Feb. 17, 2004). Thus Rhodes’ isolated complaint fails to
    establish that she made a concerted effort to inform IDOT
    that a problem exists as required in Silk. Rhodes failed to
    take advantage of the preventative or corrective opportuni-
    ties provided by IDOT and thus her hostile environment
    claim fails without reaching a jury because she has not
    pointed to adequate evidence showing that IDOT was
    negligent in discovering or remedying the harassment.
    14                                                  No. 03-1651
    C. Retaliation Claim
    Finally, Rhodes claims that IDOT retaliated against her by
    marking her absent without pay, in violation of company
    policy, on what turned out to be her final day of employ-
    ment. Title VII prohibits an employer from discriminating
    against an employee because that employee has opposed
    any practice deemed unlawful under the Act. 42 U.S.C. §
    2000e-3(a). The plaintiff may establish a prima facie case of
    retaliation and overcome defendant’s motion for summary
    judgment using either the direct method or the indirect
    method. See Stone v. City of Indianapolis Pub. Util. Div., 
    281 F. 3d 640
    , 642 (7th Cir. 2002). Under the direct method, the
    plaintiff must present direct evidence of (1) a statutorily
    protected activity; (2) an adverse action taken by the
    employer; and (3) a causal connection between the two. 
    Id. at 644
    .
    Under the indirect method, the plaintiff must show that
    (1) she engaged in a statutorily protected activity; (2) she
    performed her job according to her employer’s legitimate
    expectations; (3) despite her satisfactory job performance,
    she suffered an adverse action from the employer; and
    (4) she was treated less favorably than similarly situated
    employees who did not engage in statutorily protected ac-
    tivity. Id.; Hilt-Dyson v. City of Chicago, 
    282 F.3d 456
    , 465 (7th
    Cir. 2002); Haywood v. Lucent Techs., 
    323 F.3d 524
    , 531 (7th
    Cir. 2003). “Under this method, the ‘plaintiff so proceeding
    need not show even an attenuated causal link.’ ” Haywood,
    
    id.
     (internal citation omitted). If the plaintiff establishes
    these elements, the burden of production shifts to the
    defendant to come forward with a legitimate, noninvidious
    reason for its adverse action. 
    Id.
     Although the burden of
    production shifts to the defendant under this method, “the
    burden of persuasion rests at all times on the plaintiff.”
    Haywood, 
    323 F.3d at
    531 (citing Klein v. Trustees of Indiana
    No. 03-1651                                               15
    Univ., 
    766 F.2d 275
    , 280 (7th Cir. 1985)). Once the defendant
    presents a legitimate, non-invidious reason for the adverse
    action, the burden remains with the plaintiff to present
    evidence that the defendant’s reason is pretextual. 
    Id.
    It is unclear whether Rhodes engaged in protected activity
    because she failed to comply with IDOT’s request to
    formally complain in writing. Cf. Durkin v. City of Chicago,
    
    341 F.3d 606
    , 615 (7th Cir. 2003) (holding that the plaintiff
    employee’s informal complaints did not constitute protected
    activity until she complained through the formal channels
    of the city’s complaint mechanism). However, we need not
    resolve this and other issues because Rhodes’ complaint that
    she was marked absent in violation of IDOT policy, on what
    turned out to be her last day of work, occurred after Rhodes
    failed to follow Lead Worker Morrison’s instruction to tell
    either the Lead Lead Worker or the Technician that she
    would be absent that day. Although there appears to be a
    dispute as to whether the written workplace rules required
    Rhodes to inform the Lead Lead Worker of her absence, as
    IDOT claims, the fact that Morrison instructed her to tell
    either Mara or Poladian about the absence is undisputed.
    We find nothing unreasonable in that instruction, nor do we
    perceive that Rhodes had any excuse not to comply. Her
    failure to notify Mara or Poladian per Morrison’s instruction
    therefore constitutes a legitimate, non-pretextual reason for
    marking her absent without pay.
    III.
    The district court correctly granted summary judgment on
    Rhodes’ sex discrimination claim under Title VII because
    she failed to set forth a materially adverse employment
    action under either the direct or indirect method of proof.
    16                                                No. 03-1651
    The district court also correctly granted summary judgment
    on Rhodes’ hostile environment claim. She did not establish
    a basis for employer liability because her alleged harassers
    were not her supervisors under Title VII, and she failed to
    offer adequate evidence that IDOT was negligent in discov-
    ering or remedying the harassment. Finally, summary
    judgment was appropriately entered on her retaliation claim
    because IDOT had a legitimate, non-pretextual reason for
    marking her absent without pay. We therefore AFFIRM the
    district court.
    ROVNER, Circuit Judge, concurring in part and concurring
    in the judgment. Given the undisputed facts and the law of
    this circuit, I agree that IDOT is entitled to summary
    judgment on each of Rhodes’ claims, and I join Parts I, II.A.,
    and II.C. of the majority’s opinion. I write separately to
    express my concern about this circuit’s method of identi-
    fying supervisors who may render the employer strictly
    liable for sexual harassment occurring in the workplace, see
    ante at 10-11.
    Consistent with this Court’s opinions in Hall v. Bodine Elec.
    Co., 
    276 F.3d 345
    , 355 (7th Cir. 2002), and Parkins v. Civil
    Constructors of Ill., Inc., 
    163 F.3d 1027
    , 1034 (7th Cir. 1998),
    we reiterate today that an employee must have the authority
    to directly affect the terms and conditions of the plaintiff’s
    employment in order to qualify as a supervisor and render
    the employer vicariously liable for the employee’s harassing
    No. 03-1651                                                17
    conduct. Ante at 10-11. The authority to oversee the plain-
    tiff’s work is not deemed sufficient to meet that test. 
    Id.,
    citing Hall at 355. Thus, although Mara and Poladian
    managed Rhodes’ work assignments, investigated com-
    plaints and disputes, and recommended sanctions for
    violations of workplace rules, the court concludes that this
    authority is insufficient to make them supervisors.
    Although this holding represents a faithful application
    of Hall and Parkins, other courts have criticized the super-
    visory standard articulated in Hall and Parkins as too nar-
    row. See Mack v. Otis Elevator Co., 
    326 F.3d 116
    , 126-27 (2d
    Cir.), cert. denied, 
    124 S. Ct. 562
     (2003); Dinkins v. Charoen
    Pokphand USA, Inc., 
    133 F. Supp. 2d 1254
    , 1266 (M.D. Ala.
    2001); Entrot v. BASF Corp., 
    819 A.2d 447
    , 459 (N.J. Super.
    Ct. App. Div. 2003). The Equal Employment Opportunity
    Commission as well has indicated that an individual may
    qualify as a supervisor not only when he has the power to
    hire, fire, promote, demote or reassign the plaintiff em-
    ployee, but also when he “has authority to direct the em-
    ployee’s daily work activities.” EEOC Enforcement Guidance:
    Vicarious Employer Liability for Unlawful Harassment by
    Supervisors, No. 915.002, § III.A. (June 18, 1999); see id.
    § III.A.2.
    Insistence that the harasser have the power to take such
    formal employment actions as hiring, firing, or demotion
    before he will be treated as a supervisor strikes me as a
    particularly narrow view, and potentially a troubling one in
    a case like this. Mara and Poladian held the top two posi-
    tions at Rhodes’ workplace. Although they did not have the
    power to take formal employment actions vis-à-vis Rhodes,
    they necessarily must have had substantial input into those
    decisions, as they would have been the people most familiar
    with her work—certainly more familiar with it than the off-
    site Department Administrative Services Manager. Indeed,
    Mara and Poladian were the ones responsible for Rhodes’
    18                                               No. 03-1651
    day-to-day assignments and work environment. Viewing
    the facts favorably to Rhodes, Mara and Poladian essentially
    ran the Arlington Heights Maintenance Yard on IDOT’s
    behalf. They were superior not just to her, but to everyone
    else at that worksite as well. Consequently, whatever formal
    employment authority they lacked, a factfinder reasonably
    might conclude that the power IDOT had given them to
    manage the Yard on a day-to-day basis enabled or facili-
    tated their ability to create a hostile work environment for
    Rhodes. See Mack, 
    326 F.3d at 126
    ; see also Gawley v. Indiana
    Univ., 
    276 F.3d 301
    , 310-11 (7th Cir. 2001).
    Cases like this one suggest that we ought to re-examine
    the criteria we have articulated for identifying supervisors.
    The standard that this circuit has established has the allure
    of drawing a bright line between those who have the power
    to make formal employment decisions and those who do
    not. But it excludes from the category of supervisor those
    employees who, although lacking final authority to hire,
    fire, promote, demote, or transfer the plaintiff, nonetheless
    enjoy substantial authority over the plaintiff’s day-to-day
    work life. To that extent, it is a standard that arguably does
    not comport with the realities of the workplace. And to
    the extent that employers with multiple worksites vest
    the managers of such sites with substantial authority and
    discretion to run them but reserve formal employment
    authority to a few individuals at central headquarters, our
    standard may have the practical, if unintended, effect of
    insulating employers from liability for harassment perpe-
    trated by their managers.
    No. 03-1651                                                 19
    CUDAHY, Circuit Judge, concurring. I join Judge Rovner’s
    special concurrence to the extent that it suggests the re-
    consideration and broadening of this circuit’s announced
    criteria for identifying supervisors. This, of course, does not
    affect the outcome or rationale of the majority opinion.
    A true Copy:
    Teste:
    _____________________________
    Clerk of the United States Court of
    Appeals for the Seventh Circuit
    USCA-02-C-0072—2-26-04