In Metty V Motorola, , a High-Level Manager Consistently Received

In Metty v Motorola, , a high-level manager consistently received positive performance reviews from her immediate supervisor for four years. She earned bonuses, salary increases, and was promoted to the senior leadership team. Some criticisms were made of her interpersonal relations with others, but these were not emphasized. After a change in management, top managers grew more critical of her. She was passed over for promotion, the promotion being given to a male with less experience. Responsibilities were taken away, and she was dropped from the senior leadership team. A new (never-again used) 9-point rating system was used, on which she earned the lowest possible score. The CEO said he wanted her out legally, and asked How do we explain this to a jury? Managers explained there was little support for her among them, and she did not fit. She sued for sex discrimination. On appeal, the court ruled:

A) for the employer, finding that the employee had failed to meet performance requirements
B) for the employer, finding that the employee was not discriminated against
C) for the employee, finding that she had met all performance standards, while the complaints against her were mostly subjective
D) for the employee, finding that she was entitled to the promotion she had sought