Angela F. amos v. Mobile County Health Department

FILED
U.S. COURT OF APPEALS
ELEVENTH CIRCUIT
MARCH 14, 2012
JOHN LEY
CLERK
[DO NOT PUBLISH]
IN THE UNITED STATES COURT OF APPEALS
FOR THE ELEVENTH CIRCUIT
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No. 11-11142
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D.C. Docket No. 1:09-cv-00817-CB-M
ANGELA F. AMOS,
llllllllllllllllllllllllllllllllllllllll Plaintiff - Appellant,
versus
MOBILE COUNTY HEALTH DEPARTMENT,
llllllllllllllllllllllllllllllllllllllll Defendant - Appellee.
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Appeal from the United States District Court
for the Southern District of Alabama
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(March 14, 2012)
Before BARKETT, HULL, Circuit Judges, and HINKLE, District Judge.*
Honorable Robert L. Hinkle, United States District Judge for the Northern District of*
Florida, sitting by designation.

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PER CURIAM:
Angela Amos, an African-American female, was the full-time Director of
Pharmacy at the Mobile County Health Department ("MCHD") prior to her
termination. A white male was hired to replace her on a part-time basis. Amos
alleges that she was discriminated against based on race and sex and unlawfully
retaliated against for complaining about the allegedly discriminatory treatment
when she was placed on administrative leave and eventually terminated. She
alleges that, during her fifteen-month tenure as Pharmacy Director, her immediate
supervisor, Clinical Director Susan Stiegler, treated her differently than she treated
the previous Pharmacy Director Philip Brown (a white male) in three respects: (1)
Amos was required to schedule and document "sick time"; (2) Brown was
assigned to interview prospective Pharmacy Technicians while Amos was not; and
(3) Stiegler "yelled" and "spoke" to Amos very harshly while not treating Brown
the same way.
Initially, as to her discrimination claims, we affirm the district court's
conclusion that Amos has not established that she suffered from any adverse
employment actions and that Amos has not produced sufficient evidence from
which a jury could conclude that MCHD discriminated against her on the basis of
race and sex.
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As to her retaliation claims, Amos alleges that she was wrongfully placed on
leave immediately upon complaining about discrimination against her. Having
reviewed this record, we find no reversible error. Assuming that Amos established
a prima facie case, the district court did not err in concluding that MCHD stated
legitimate, non-discriminatory reasons for its action and that Amos failed to show
that these reasons were pretextual.
AFFIRMED.
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