Brian Murphy v. Caterpillar Inc.
Court
Seventh Circuit Court of Appeals
Decided
June 18, 2025
Jurisdiction
F
Importance
48%
Case Summary
In the United States Court of Appeals For the Seventh Circuit ____________________ No. 24-1517 BRIAN J. MURPHY, Plaintiff-Appellant, v. CATERPILLAR INC., Defendant-Appellee. ____________________ Appeal from the United States District Court for the Central District of Illinois. No. 1:21-cv-01282-JES-JEH — James E. Shadid, Judge. ____________________ ARGUED DECEMBER 4, 2024 — DECIDED JUNE 18, 2025 ____________________ Before HAMILTON, JACKSON-AKIWUMI, and PRYOR, Circuit Judges. HAMILTON, Circuit Judge. In this appeal, evidence conflict- ing with an employer’s stated justifications for adverse em- ployment action permits a reasonable inference of pretext and unlawful intent. Plaintiff-appellant Brian Murphy alleges that his former employer, Caterpillar Inc., constructively dis- charged him based on his age and his prior assertions of his rights in violation of the Age Discrimination in Employment 2 No. 24-1517 Act of 1967 (ADEA), 29 U.S.C. § 623(a). The district court granted summary judgment for Caterpillar. We reverse on Murphy’s age discrimination claim but af- firm on his retaliation claim. Murphy presented sufficient ev- idence for a reasonable jury to find constructive discharge. Caterpillar placed him on a performance action plan written so that he had already failed, and it then refused to amend the plan when he pointed out that flaw. Murphy also offered ev- idence that his performance history over decades, including his most recent review, contradicted Caterpillar’s stated ra- tionale for the adverse action—namely, that his performance was substandard. Murphy also presented evidence that Cat- erpillar offered inconsistent explanations for the adverse ac- tion, which also supports a reasonable inference of pretext. Caterpillar may ultimately persuade a jury that its reasons for implementing the performance action plan were not discrim- inatory, but the case calls for trial on that issue rather than summary judgment. St. Mary’s Honor Center v. Hicks, 509 U.S. 502, 511 (1993) (evidence of pretext permits inference of un- lawful discrimination). On Murphy’s retaliation claim, more than a decade passed between his protected activity and the adverse employment action. That makes any causal connection implausible, and the record contains no evidence of retaliatory animus. Also, key Caterpillar managers had an earlier opportunity to retal- iate against him if they had been so inclined but did not do so. On this record, no reasonable jury could find that Caterpillar unlawfully retaliated against Murphy. No. 24-1517 3 I. Factual and Procedural History We set forth the relevant facts through the summary judg- ment lens, construing the evidence in the light most favorable to Murphy as the non-moving party. E.g., Trade Finance Part- ners, LLC v. AAR Corp., 573 F.3d 401, 406 (7th Cir. 2009). To survive summary judgment, a party must point to specific facts showing that there is a genuine issue for trial. Id. at 406– 07. A. Murphy’s History with Caterpillar Plaintiff Murphy was born in 1959 and was 58 years old when his employment with Caterpillar ended. He began working for Caterpillar—a manufacturer of construction and mining equipment, engines, turbines, and locomotives—in 1979, at the age of nineteen. During his first fourteen years working for Caterpillar, he obtained an engineering degree and was promoted to Senior Design Engineer. In August 2000, Murphy and several other engineers—all then over the age of 40—were passed over for promotion. Murphy complained that he was not promoted because of his age and was later placed on a performance action plan. In No- vember 2000, Caterpillar fired him. Murphy sued Caterpillar for age discrimination and unlawful retaliation. The court granted summary judgment for Caterpillar on the age dis- crimination claim, but the retaliation claim went to trial. A jury found in Murphy’s favor and awarded him double his lost wages. The district court ordered Caterpillar to reinstate Murphy. In January 2005, Murphy and Caterpillar settled that case on terms that reinstated Murphy and included a promise from Caterpillar not to retaliate against him. 4 No. 24-1517 In 2008, Murphy was promoted to a leadership role in Cat- erpillar’s Sound Program, an engineering team focused on re- ducing engine noise. From 2010 through January 2013, Mur- phy reported directly to Jim Sibley. Then, in January 2013, Matthew Rampenthal became Murphy’s supervisor. At some in point in 2013—the record does not specify exactly when— Sibley told Murphy that he was aware of his e
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Status
Decided
Date Decided
June 18, 2025
Jurisdiction
F
Court Type
appellate
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In the
United States Court of Appeals
For the Seventh Circuit
____________________
No. 24-1517 BRIAN J. MURPHY, Plaintiff-Appellant, v.
CATERPILLAR INC., Defendant-Appellee. ____________________
Appeal from the United States District Court for the
Central District of Illinois.
No. 1:21-cv-01282-JES-JEH — James E. Shadid, Judge.
____________________
ARGUED DECEMBER 4, 2024 — DECIDED JUNE 18, 2025
____________________
Before HAMILTON, JACKSON-AKIWUMI, and PRYOR, Circuit Judges. HAMILTON, Circuit Judge. In this appeal, evidence conflict- ing with an employer’s stated justifications for adverse em- ployment action permits a reasonable inference of pretext and unlawful intent. Plaintiff-appellant Brian Murphy alleges that his former employer, Caterpillar Inc., constructively dis- charged him based on his age and his prior assertions of his rights in violation of the Age Discrimination in Employment 2 No. 24-1517
Act of 1967 (ADEA), 29 U.S.C. § 623(a). The district court granted summary judgment for Caterpillar. We reverse on Murphy’s age discrimination claim but af- firm on his retaliation claim. Murphy presented sufficient ev- idence for a reasonable jury to find constructive discharge. Caterpillar placed him on a performance action plan written so that he had already failed, and it then refused to amend the plan when he pointed out that flaw. Murphy also offered ev- idence that his performance history over decades, including his most recent review, contradicted Caterpillar’s stated ra- tionale for the adverse action—namely, that his performance was substandard. Murphy also presented evidence that Cat- erpillar offered inconsistent explanations for the adverse ac- tion, which also supports a reasonable inference of pretext. Caterpillar may ultimately persuade a jury that its reasons for implementing the performance action plan were not discrim- inatory, but the case calls for trial on that issue rather than summary judgment. St. Mary’s Honor Center v. Hicks, 509 U.S. 502, 511 (1993) (evidence of pretext permits inference of un- lawful discrimination). On Murphy’s retaliation claim, more than a decade passed between his protected activity and the adverse employment action. That makes any causal connection implausible, and the record contains no evidence of retaliatory animus. Also, key Caterpillar managers had an earlier opportunity to retal- iate against him if they had been so inclined but did not do so. On this record, no reasonable jury could find that Caterpillar unlawfully retaliated against Murphy. No. 24-1517 3
I. Factual and Procedural History We set forth the relevant facts through the summary judg- ment lens, construing the evidence in the light most favorable to Murphy as the non-moving party. E.g., Trade Finance Part- ners, LLC v. AAR Corp., 573 F.3d 401, 406 (7th Cir. 2009). To survive summary judgment, a party must point to specific facts showing that there is a genuine issue for trial. Id. at 406– 07. A. Murphy’s History with Caterpillar Plaintiff Murphy was born in 1959 and was 58 years old when his employment with Caterpillar ended. He began working for Caterpillar—a manufacturer of construction and mining equipment, engines, turbines, and locomotives—in 1979, at the age of nineteen. During his first fourteen years working for Caterpillar, he obtained an engineering degree and was promoted to Senior Design Engineer. In August 2000, Murphy and several other engineers—all then over the age of 40—were passed over for promotion. Murphy complained that he was not promoted because of his age and was later placed on a performance action plan. In No- vember 2000, Caterpillar fired him. Murphy sued Caterpillar for age discrimination and unlawful retaliation. The court granted summary judgment for Caterpillar on the age dis- crimination claim, but the retaliation claim went to trial. A jury found in Murphy’s favor and awarded him double his lost wages. The district court ordered Caterpillar to reinstate Murphy. In January 2005, Murphy and Caterpillar settled that case on terms that reinstated Murphy and included a promise from Caterpillar not to retaliate against him. 4 No. 24-1517
In 2008, Murphy was promoted to a leadership role in Cat-
erpillar’s Sound Program, an engineering team focused on re- ducing engine noise. From 2010 through January 2013, Mur- phy reported directly to Jim Sibley. Then, in January 2013, Matthew Rampenthal became Murphy’s supervisor. At some in point in 2013—the record does not specify exactly when— Sibley told Murphy that he was aware of his e
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Case Details
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Status
Decided
Date Decided
June 18, 2025
Jurisdiction
F
Court Type
appellate
Legal Significance
Case importance metrics
Metadata
Additional information
Quick Actions
Case management tools