' Therefore, the Labor Standards Program Manager issued a notice of dismissal. Rollins' claim and concluded 'there was no reasonable cause to conclude engaged in discriminatory acts detrimental to. A compliance officer for the Department of Employment investigated Mr. Rollins was fifty-nine years old when he was discharged, and he filed a charge of age discrimination against WTE. Rollins' employment with WTE on August 21, 2003. Rollins and his failure to change his behavior, Mr. Rollins to discuss concerns about his behavior and attitude, but was not satisfied with Mr.

The situation came to a head in August 2003, when Doug Merideth was promoted to circulation delivery manager. Rollins' work habits and behaviors, including failing to be at work when he was scheduled, and causing morale problems in the circulation department by complaining to co-workers. Oleson and various other managers expressed concerns about Mr. Oleson also made a number of changes to the circulation department, including changing the work hours for the circulation district managers. Oleson made statements indicating he preferred younger workers. Jack Oleson became WTE's circulation director at the end of 2002. Rollins as a circulation district manager in October 1999. Rollins failed to present any evidence establishing that age actually played a role in the Wyoming Tribune-Eagle's decision to terminate him? FACTS Did the District Court err in failing to remand the matter back to the administrative agency for an evidentiary hearing, in light of the fact that genuine issues of material facts existed and summary judgment in favor of the Respondent was inappropriate?ĭid the Compliance Officer, the Hearing Officer, and the District Court properly determine that Mr. Did genuine issues of material facts exist sufficient for the administrative agency to deny the Respondent's Motion for Summary Judgment?Ģ. Rollins articulates two related issues on appeal:ġ. Rollins' claim and WTE was entitled to a judgment as a matter of law. We agree no genuine issues of material fact existed on Mr. The district court affirmed the agency decision, and Mr. Rollins had not established WTE discriminated against him on the basis of his age and granted WTE's summary judgment motion. Applying the burden-shifting analysis outlined in federal age discrimination decisions, the hearing officer determined, as a matter of law, Mr. The matter was referred to a hearing officer for a contested case hearing, and WTE filed a motion for summary judgment.

(LexisNexis 2005), when it terminated his employment as circulation district manager. Roger Rollins filed a charge of discrimination with the Department of Employment, Fair Employment Program, and the Equal Employment Opportunity Commission claiming the Wyoming Tribune-Eagle (WTE) discriminated against him on the basis of his age, in violation of Wyoming's Fair Employment Practices Act, Wyo. Kaste.īefore VOIGT, C.J., and GOLDEN, HILL, KITE, and BURKE, JJ. Kaste of Lathrop & Rutledge, P.C., Cheyenne, Wyoming.

WYOMING TRIBUNE-EAGLE, Appellee (Defendant). 152 P.3d 367 2007 WY 28 Roger ROLLINS, Appellant (Plaintiff),

Wyoming tribune eagle