A white systems engineer with supervisory responsibilities was terminated. This was the first discipline he had ever received. His problems stemmed from the incarceration of one of his employees, an African American, for a dispute with the employee’s girlfriend. After a convoluted series of events, the supervisor was fired for allegely having been dishonest with other managers about when he became aware that this employee had been jailed. He was subsequently replaced by two employees, one of them an African American who had previously physically threatened the supervisor without any disciplinary consequences. About a decade earlier, the company had settled a discrimination suit for $38 million, entered into a consent decree, and agreed to take affirmative action. The consent decree had expired about four years before these events. There was evidence that another employee that he supervised had violated rules three times, costing the company thousands of dollars, but the supervisor was told not to discipline him because that would “stir up the pot” and “create controversy.” In the investigation that led to his termination, the investigating manager never interviewed the supervisor himself. The supervisor sued. What should the court decide? Why?