A performance review ended with a professor out of a job, and the employer defending itself in court. The problem? Remarks about maternity leave, inconsistent flexibility, and suspicious timing after a discrimination complaint. The appellate court said a jury should hear the case.

TL;DR: A finance professor at a public college alleged gender, pregnancy, and national-origin discrimination after being removed from an MBA program and having her contract non-renewed. Most claims were dismissed, but the Third Circuit revived her gender discrimination and retaliation claims over the non-renewal, citing evidence that a Promotion and Reappointment Committee (PRC) said her childbirth-related schedule change had “in effect, provided her with an additional seven weeks of paid maternity leave,” denied her blended teaching request post-childbirth while approving remote teaching for male professors, and may have acted in retaliation shortly after she complained internally…………..