EQUAL EMPLOYMENT OPPORTUNITY COMMISSION, Plaintiff-Appellee, v. NEW BREED LOGISTICS, Defendant-Appellant., 783 F.3d 1057

HOLDINGS: [1]-In a Title VII retaliation case, where judgment was rendered in favor of the EEOC, a district court properly found that there was evidence sufficient to support the jury's verdict because a demand that a supervisor cease his/her harassing conduct constituted protected activity covered by Title VII; [2]-There was sufficient evidence to support the jury's verdict that a former supervisor influenced the decision to terminate these employees because at trial, the former supervisor took credit for getting two employees fired and the former supervisor discredited the employees' work ethic to the new supervisor, who admitted that she usually trained new employees and gave them at least a month to adjust; [3]-There was sufficient evidence of causation, particularly as the supervisor tolerated one employee's occasional tardiness until she rejected his sexual advances.