A federal appellate court recently held that an employer did not violate Title VII of the Civil Rights Act when it discharged an employee shortly after she informed her manager that she was pregnant. According to the Fifth Circuit Court of Appeals, suspicious timing alone is not sufficient to prove that the employer’s stated reason for her termination (repeated performance problems) was a pretext for unlawful discrimination. Fairchild v. All American Check Cashing, Inc., No. 15-60190, Fifth Circuit Court of Appeals (January 27, 2016).