The Seventh Circuit found that while Miller consistently failed to meet her production quota (which supported Polaris' explanation for her termination), Miller presented some evidence that individuals who harbored racial animosity had either tampered with plaintiff's work product or failed to properly train her, which, according to plaintiff, accounted for her failure to meet applicable quota. Miller also presented evidence that she was assigned more difficult work that also played factor in her reduced production. Thus, the ruling was reversed and remanded.