Group 1 - The 6th Circuit Court upheld the district court's decision that the plaintiff's firing was not retaliatory, citing a four-month gap between her protected activity and termination as "too long" to establish causation [4] - The plaintiff's claim of unlawful retaliation was weakened by the lack of supporting evidence, as the finding from Ohio's Civil Rights Commission focused on racial discrimination affecting other employees rather than her specific case [5] - Other HR professionals have had varying success in retaliation claims, with a recent case resulting in a settlement after a federal judge denied a food producer's motion for summary judgment against a former HR manager [6] Group 2 - The plaintiff in the case against the University of Toledo argued that her firing was in retaliation for opposing an allegedly unlawful promotion decision, which she believed violated equal employment opportunity laws [7] - The university defended the termination by citing the plaintiff's failure to attend meetings and complete projects, leading to the district court granting summary judgment in favor of the university [7]