The eighth-circuit affirmed the district court’s grant of summary judgment in favor of Thomas-Grace Construction Inc. on Becky Joseph’s claims of sex discrimination and retaliation under Title VII of the Civil Rights Act of 1964 and Michigan’s Elliott-Larsen Civil Rights Act. The court applied the *McDonnell Douglas* burden-shifting framework, reviewing the grant de novo to determine if there was a genuine dispute of material fact. Regarding the discrimination claims, the court held that Joseph failed to establish a prima facie case because she provided only her own uncorroborated, conclusory testimony without specific facts or evidence linking TGC’s decisions to discriminatory animus. The record showed no direct evidence of discrimination, and Joseph’s internal complaints did not mention sex discrimination until after the adverse employment action was taken. Furthermore, her disparate treatment argument failed because she did not demonstrate that similarly situated male coworkers were treated differently for similar conduct. Regarding the retaliation claims, the court determined that even assuming Joseph engaged in protected activity, she failed to establish pretext. TGC articulated legitimate, nondiscriminatory reasons for transferring Joseph, including frequent conflicts with supervisors, a forklift accident, and disrespectful behavior toward hotel staff. The court found that an internal email from TGC’s Director of Operations calling a complaint “BS” did not constitute evidence of pretext because Malloy subsequently ordered a full investigation, which Joseph participated in, and the email was issued before Joseph explicitly alleged sex discrimination in her communications. The practical consequence is that the judgment of the United States District Court for the District of Minnesota is affirmed, and Joseph’s lawsuit is dismissed with no further proceedings on the merits.