The Seventh Circuit held that the record showed that Huang was fired because he consistently refused to accept weekend work as other members of his team were required to do. The Seventh Circuit rejected Huang's argument that the employer could not require him to do weekend work, where that requirement was not in original job description. Huang's offer to work Sunday did not require different result, where others were required to work both weekend days.
The Seventh Circuit held that summary judgment was appropriate on retaliation claim, where subject matter of plaintiff's protests did not pertain to unlawful discrimination.