To establish a prima facie case of discriminatory discharge plaintiff must show that (1) she is a member of a protected class, (2) she was qualified for the job she held, (3) she suffered an adverse employment action, and (4) she was replaced by someone outside of her protected class, other similarly-situated employees were treated more favorably, or she was otherwise discharged because of her race. See Vaughn v. Woodforest Bank, 665 F.3d 632, 636 (5th Cir. 2011). Defendant does not dispute that plaintiff belongs to a protected class, i.e., she is African-American; she was qualified for her position as RSR; she suffered an adverse employment action in the form of discharge; and was replaced by someone outside of her protected class, i.e., Suzanne Rowe, a white woman.

Autry v. Fort Bend Indep. Sch. Dist., 704 F.3d 344, 347 (5th Cir. 2013). Id. (quoting Vaughn v. Woodforest Bank, 665 F.3d 632, 636 (5th Cir. 2011)); accord Auguster v. Vermilion Par. Sch. Bd., 249 F.3d 400, 402-03 (5th Cir. 2001). Carr has made a prima facie case that she is a member of a protected class, that she was qualified for the position she held, and that she was subject to an adverse employment action—namely, being terminated.