Brenda Lewis began working for Heartland Inns in July 2005. She successfully filled several positions. She was promoted and received two merit pay increases. Her managers praised her work and said she "made a good impression" on customers. Shortly after she was promoted in December 2006, the Director of Operations, Barbara Cullinan, saw Lewis for the first time. She told Lewis's supervisor that she did not think Lewis was a "good fit" for the front desk because she lacked the "Midwestern girl look." She said that front desk girls should be "pretty" and Lewis was not. In January 2007, Lewis's supervisor refused to remove Lewis away from the front desk and was fired. Cullinan then met with Lewis to interview her for the position she already held and told her there would have to be a second interview, which had never happened before.
Three days later she fired Lewis.
Lewis sued for violation of Title VII, contending that she was terminated for not conforming to sex stereotypes and in retaliation for opposing discriminatory practices. The district court granted summary judgment in favor of Heartland Inns. Lewis appealed.

1. What does the court mean when it says Heartland's reason for termination was "pretextual"?
2. Suppose Heartland had a policy of having "Midwestern girl look" at their front desk as part of company strategy. Is that a legitimate business reason?