any link between this derogatory phrase and his discharge. There was also no credible evidence offered to support plaintiff's contention that Mr. Hill inquired about plaintiff's rapport with the "Aunt Sallies and Uncle Johns."
In his initial interview, Mr. Hill did inquire about how well Mr. Hardy worked with white people. This inquiry surfaced in response to plaintiff's growing hostility toward the white Regional Personnel Director and as such did not contribute to any alleged disparate treatment. Any inquiries, moreover, about Mr. Hardy's family were merely friendly overtures to which Mr. Hardy appears to have been oversensitive. Again, plaintiff has failed to establish a racially charged atmosphere. Any hostility or difficulty Mr. Hardy may have encountered appears to have stemmed from personality clashes, and plaintiff's inability to work with the other members of the executive committee. It is evident from the record the plaintiff considered himself better than his superior, Mr. Hill, and continually clashed with him to the extent of deliberately disobeying his order, given well in advance, to attend the Dallas training program.
The preponderance of the evidence presented at trial does not indicate that plaintiff's status as a black individual contributed to defendant's decision to discharge him under the 1975 RIF. Defendant's explanation of the disputed events and the circumstances surrounding them is far more credible and coherent than plaintiff's version. During the lengthy trial the Court had the opportunity to clearly observe the demeanor of the witnesses on the stand, and to listen attentively to the tone of their voices and the content of their answers. Plaintiff's attitude, voice inflections, mannerisms, and evasive and biased answers undercut the veracity and reasonableness of his testimony in sharp contrast to the straightforward and credible testimony of defendant's witnesses.
Plaintiff has failed to carry the ultimate burden of demonstrating by the preponderance of the evidence that his termination as personnel director was based on race. An individual with more seniority in service and a better record replaced Mr. Hardy pursuant to company policies and procedures. "No good reason exists for allowing a nonqualified employee to invoke Title VII to cure deficiencies in his or her qualifications, or to immunize potentially serious defects on the worker's job profile." Williams v. Boorstin, 213 U.S. App. D.C. 345, 663 F.2d 109, 116 (D.C. Cir. 1980), cert. denied, 451 U.S. 985, 68 L. Ed. 2d 842, 101 S. Ct. 2319 (1981). The evidence is clear that plaintiff's personality, his failure to adequately perform and carry out orders, and his decision to start his own business all led to his termination. Judgment, therefore, shall be entered for defendant.
An order consistent with the foregoing conclusions accompanies this opinion.
In accordance with the accompanying opinion, it is this 1st day of May, 1987,
ORDERED that judgment is hereby entered in defendant's favor on all claims in the above action; and it is
FURTHER ORDERED that this case is dismissed in its entirety with prejudice.