The Seventh Circuit held that the record showed that the employer fired the plaintiff after discovering through video surveillance that plaintiff had improperly extended her medical leave by exaggerating her alleged impairment. While the plaintiff alleged that she was subjected to series of racially offensive conduct from her co-workers, she failed to link those individuals to the decision by management to fire her based on her own misconduct. Furthermore, the plaintiff could not establish a prima facie discrimination case based on indirect method of proof, where she could not show either that her misconduct was consistent with defendant's employment expectations, or that others accused of similar misconduct received more favorable treatment.