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Lori Wheeler, a white female County Extension Coordinator for the Alabama Cooperative Extension System (ACES), sued her employer in 2023 alleging race discrimination, gender discrimination, and retaliation under Title VII of the Civil Rights Act. The case arose after Wheeler repeatedly manually altered the timecards of her subordinate Jessica Townsel, despite multiple reprimands from HR officer Carol Edwards. Wheeler's supervisor, Amelia Mitchell, also conducted office visits and found the office closed during working hours. Wheeler claimed she was subjected to disparate treatment and that ACES retaliated against her after she disclosed a prior EEOC charge. On July 16, 2025, the U.S. District Court for the Northern District of Alabama granted summary judgment in favor of ACES on all counts.

The court granted ACES's motion for summary judgment on all counts, entering judgment in favor of the defendant.

Whether ACES discriminated against Wheeler based on race or gender in violation of Title VII, and whether ACES retaliated against her for engaging in protected activity. The court found that Wheeler failed to provide evidence that race or sex played any role in her discharge, or that she engaged in any protected activity that would give rise to retaliation.

The case reinforces the high bar plaintiffs face in Title VII employment discrimination claims, particularly regarding the need for direct evidence linking adverse employment actions to protected characteristics. It also highlights the importance of proper documentation and adherence to workplace policies, as Wheeler's own timecard alterations undermined her credibility and formed the basis for her termination. The ruling may affect how similar discrimination and retaliation cases are evaluated in federal courts within the Eleventh Circuit.