Comparator evidence in Title VII claim was not legally insuffient for being descriptions of individual comparators rather than statistical analysis of the discovery data.
Manager who made the discriminatory adjudication decision need not have been involved in ending the employment of the plaintiff, or even the unwitting dupe of those who did. The sole question is whether the plaintiff lost his job due to his race.
Business judgment jury instruction distinguishing discrimination from business judgment calls was not required as a matter of law.
District court's exclusion of witnesses on a late-amended list did not have to be analyzed in terms of the rule for information otherwise available to the other party; the relevant information was that they were to testify, and the court could rule that the notice was too late.
No error in back pay, given mitigation; no error in punitive damages, even given the existece of written policies against discrimination; no error in denial of reinstatiment given facts.