Can I Prove My Employer Lied About Why I Was Fired?

Losing your job is stressful but being wrongfully terminated for reasons that feel untrue or discriminatory can make it even worse. The lies told on top of the race discrimination is like salt poured directly into the wound—it stings all the more. If you believe your employer lied about why you were fired, you may be able to prove employment discrimination by showing the reason given by your boss or manager was just a cover for unlawful treatment. Wannamaker-Amos v. Purem Novi, Inc., No. 23-1568, 2025 WL 78324 (4th Cir. Jan. 13, 2025), provides a powerful example of how employees can use evidence to challenge their employer’s claims and seek justice.

In Wannamaker-Amos, Carmen Wannamaker-Amos, a Black woman with over thirty years of experience in quality management, worked as a quality engineer at Purem Novi’s Spartanburg, South Carolina plant, where she was responsible for implementing quality systems and troubleshooting customer complaints about defective parts. Her work was consistently praised by her supervisors and colleagues, except for Javad Hosseini, the company’s director of quality.

Hosseini repeatedly targeted Wannamaker-Amos, undermining her work and seeking her termination for years. For example, he falsely accused her of errors made by white male employees and dismissed her input during meetings. He also assigned her menial tasks, such as notetaking, that he did not assign to her White male colleagues, further marginalizing her contributions as an African American female. Despite his efforts, her immediate supervisors supported her and praised her performance. When Purem relocated a major production line for Hyundai to Spartanburg, Wannamaker-Amos was entrusted with managing the transition, a critical and challenging assignment. She successfully completed the project despite initial delays and received accolades for her efforts.

In December 2019, a complaint arose regarding a missing exhaust pipe in a Hyundai order. While Purem was closed for the holidays, Wannamaker-Amos worked during her vacation to address the issue but lacked the necessary resources to resolve it fully. After the holidays, Hosseini blamed Wannamaker-Amos for the unresolved issue and requested her termination, citing eight alleged performance deficiencies. Many of these claims were later discredited, and Hosseini’s criticisms were the only negative assessments of her work.

Significantly, Purem’s performance improvement policy required progressive discipline, but Wannamaker-Amos was fired without any prior warnings or opportunities to address the alleged issues. Furthermore, evidence revealed that Hosseini had made discriminatory remarks, including a comment stating, “You know how these [Black] people are.” This, coupled with his years-long effort to terminate her, provided strong evidence of racial and gender animus.

Even though the decisionmaker made negative racial comments, the United States District Court for the District of South Carolina granted summary judgment in favor of the employer and dismissed Wannamaker-Amos’s case. Thankfully, the United States Court of Appeals for the Fourth Circuit vacated and remanded the decision, holding that genuine issues of material fact existed regarding whether Purem’s reasons for termination were pretextual.

How Do I Prove My Employer Committed Race Discrimination Against Me?

Proving racism in the workplace involves demonstrating that discriminatory intent motivated your employer’s actions. The McDonnell-Douglas test provides a framework for analyzing employment discrimination claims. Under this test, employees must first establish a prima facie case of discrimination. This means showing that (1) they are a member of a protected class, (2) they suffered an adverse employment action, (3) they were performing their job satisfactorily, and (4) the adverse action occurred under circumstances giving rise to an inference of discrimination. Once this is established, the burden shifts to the employer to offer a legitimate, non-discriminatory reason for its action. The burden then shifts back to the employee to show that the employer’s reason is pretextual.

However, as the Fourth Circuit emphasized in Wannamaker-Amos, the test should not overshadow the central question: whether discrimination occurred. The Court held, “Notwithstanding the intricacies of proof schemes, the core of every Title VII case remains the same, necessitating resolution of ‘the ultimate question of discrimination.’” 2025 WL 78324 at *8. This means focusing on all available evidence, such as discriminatory remarks, policy violations, and shifting justifications, to build a compelling case.

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What Is Pretext, and How Do I Prove It?

Proving that your employer’s reason for firing you is false is known as proving pretext. Courts use a burden-shifting framework from McDonnell Douglas Corp. v. Green to analyze employment discrimination cases. As noted by the Fourth Circuit in Wannamaker-Amos, “evidence of substantial changes to [an employer’s] proffered reason for the termination permits an inference of pretext.” 2025 WL 78324 at *10. For instance, Purem initially cited eight performance issues but later dismissed most of them as “not material,” raising doubts about the legitimacy of their claims. As explained by the United States Court of Appeals for the Fourth Circuit in Wannamaker-Amos, employees must show that the employer’s stated reasons were not its true reasons but were instead a cover for discrimination.

The Wannamaker-Amos case illustrates several ways to prove pretext:

1. Evidence of False Justifications: Carmen Wannamaker-Amos’s employer, Purem Novi, claimed it fired her due to poor performance. However, her supervisors—with the exception of Javad Hosseini, the alleged discriminating official—praised her work consistently. Hosseini’s criticisms, the only negative evidence against her, were disputed by other managers. The Fourth Circuit held, “Where an employer’s allegations of poor performance are inextricably intertwined with the employee’s claims of discrimination, we cannot give greater weight to the alleged discriminating official’s criticisms of the employee’s performance than to the employee’s evidence disputing such criticisms. Purem’s only evidence that Wannamaker-Amos was not fulfilling its legitimate expectations at the time of the adverse employment action comes from Hosseini, the alleged discriminating official. That alone is insufficient to defeat Wannamaker-Amos’s prima facie case. To hold otherwise would turn the McDonnell Douglas burden shifting framework on its head.” 2025 WL 78324 at *6.
2. Shifting Reasons: Employers often weaken their case when they offer inconsistent reasons for firing someone. In Wannamaker-Amos, Purem initially cited eight performance issues but later dismissed most of them as “not material.” It also introduced a new justification—an unrelated FedEx account issue—during an Equal Employment Opportunity Commission (EEOC) investigation, which was not mentioned during termination.
3. Failure to Follow Policies: Evidence that an employer ignored its own disciplinary policies can also indicate pretext. The Fourth Circuit in Wannamaker-Amos emphasized, “Evidence that a company failed to follow its own disciplinary policies in firing an employee can also be probative of pretext.” 2025 WL 78324 at *10. For example, Purem’s policies mandated verbal coaching and written warnings for performance issues, but these steps were entirely skipped for Wannamaker-Amos, which a jury could view as discriminatory treatment. Purem’s performance improvement policy required progressive discipline, such as verbal coaching or written warnings, before termination. Hosseini skipped these steps entirely and sought immediate termination, which the Court found significant in evaluating pretext.

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Can My Employer’s Comments Be Evidence of Discrimination?

Yes, comments by decision-makers can serve as strong evidence of discrimination. The Fourth Circuit emphasized that discriminatory language, even if not direct evidence of the firing decision, can show pretext when tied to an employee’s qualifications or performance. In Wannamaker-Amos, Hosseini’s remark, “You know how these [Black] people are,” revealed racial bias. While the comment occurred years earlier, it remained relevant due to his consistent attempts to terminate Wannamaker-Amos and his role as the decision-maker.

Discriminatory comments by key decision-makers—especially when they target protected characteristics like race or gender—are more likely to persuade a jury than generalized remarks. The Court noted that such comments are significant, particularly when they come from someone with direct influence over the employment decision.

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Does It Matter If My Employer Did Not Follow Its Own Policies?

Absolutely. Employers are expected to follow their own disciplinary policies, and failing to do so can suggest discriminatory motives. Purem’s policies required verbal coaching and written warnings for performance issues, but none of these steps were applied to Wannamaker-Amos. When employers bypass their policies, it raises questions about whether the true reason for termination was discriminatory. Employees should document any deviations from policy and consult an employment law attorney to evaluate their case.

Best Equal Rights Lawyer Blogs on Point:

• Why Reporting Race Discrimination To HR Is Critical
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Why Should I Choose Spitz, The Employee’s Law Firm?

If you believe you were wrongfully fired, faced retaliation, or experienced discrimination at work, finding the best attorney is critical. At Spitz, The Employee’s Law Firm, we focus exclusively on protecting employee rights. As one of the largest firms in the United States dedicated to employment law, we have the resources and experience to take on any employer, large or small.

Our firm offers:

• A free initial consultation to help you understand your options.
• A no-fee guarantee, so you only pay if we win your case.
• Vast trial experience with a proven history of great results.
• Empathy and a commitment to treating every employee with dignity and respect.

Contact us today to protect your rights and fight back against employment discrimination. Call now for your free consultation and let us help you build your case.

Employment Lawyer Disclaimer

This race discrimination and wrongful termination blog provides general information and should not be taken as legal advice about employment law in your situation. If you suspect you have been wrongfully terminated, faced retaliation, or experienced employment discrimination, consult a qualified employment lawyer to discuss your specific situation. No promises are being made, and this blog is a legal advertisement. For personalized advice, reach out to an attorney at Spitz, The Employee’s Law Firm, one of the best choices for employees facing workplace violations.