Rebecca Young (Partner-Birmingham, AL) and Porter Simpler (Associate-Birmingham, AL) obtained complete dismissal of a complaint against a housing authority client alleging various Title VII claims, including sex discrimination, hostile work environment, and retaliatory discharge. Rebecca and Porter argued that the plaintiff failed to state a claim. Plaintiff alleged that male employees were treated more favorably and outlined a year-long history of her supervisor treating her harshly, regularly cursing at her, using other inappropriate language, and threating to fire her; a few days after she contacted the EEOC to make a complaint, her employment was terminated. Rebecca and Porter argued that the male employees were not similarly situated to provide an inference of sex discrimination. They argued the allegations that the plaintiff's supervisor used profanity and other inappropriate language did not amount to a hostile work environment under Eighth Circuit precedent. As to the retaliation claim, Rebecca and Porter pointed out that the overwhelmingly detailed complaint contained allegations that supported an inference that the plaintiff was discharged because of her work performance rather than retaliation. Further, even if the plaintiff had sufficiently pled but-for causation, the record from the pleadings supported that there were “lawful, obvious alternative explanations for the alleged conduct” that rendered the complaint implausible. The court agreed and dismissed all the claims.