Vichio v. U.S. Foods, Inc.

2 Citing cases

  1. Muhammad v. Univ. of Chi.

    16-cv-09998 (N.D. Ill. Sep. 30, 2024)

    In the Seventh Circuit, “plaintiffs can rely on two frameworks to show discrimination.” Vichio v. U.S. Foods, Inc., 88 F.4th 687, 691 (7th Cir. 2023). One is a “holistic approach” under which courts “look at the evidence in the aggregate to determine whether it allows an inference of prohibited discrimination.” Id. (citing Ortiz v. Werner Enters., Inc., 834 F.3d 760, 765 (7th Cir. 2016)).

  2. Hueramo v. Wells

    17 C 4486 (N.D. Ill. Sep. 12, 2024)

    Because Defendants raise Hueramo's performance as the reason for his termination, the Court can skip the prima facie analysis and proceed directly to pretext. Vichio v. United States Foods, Inc., 88 F.4th 687, 691 (7th Cir. 2023). To show Defendants' reasons are pretextual, Hueramo needs to prove (or at least raise a question of fact) that Defendants' rationale for firing him was dishonest and that the true reason was discrimination.