refusal to manage and evaluate staff, the level of information he disseminated on student achievement and attendance, and his handling of a data warehouse. These concerns were reflected in Adams’ evaluations, including his own, all of which indicate that the board sought his resignation in good faith. Adams was entitled to rebut the defendants’ showing of good faith with evidence of pretext. See Dexter, 65 P.3d at 392. However, although Adams insists a coworker’s opinion of a plaintiffs performance is probative of pretext, his authority is inapposite. He relies on cases in the employment discrimination context, where such evidence is offered to challenge the factual basis for an employer’s adverse action. See, e.g., Abuan v. Level 3 Commc’ns, Inc., 353 F.3d 1158, 1174 (10th Cir.2003) (<HOLDING>). For purposes of this breach of contract
holding that plaintiff cannot establish pretext because she is unable to show any causal connection her complaints and the adverse action holding that plaintiff was entitled to submit coworkers assessment of his work to show employers stated factual basis for adverse action was pretext for discrimination holding that the plaintiffs assessment of the candidates qualifications cannot demonstrate a pretext for discrimination holding that when a plaintiff proves the defendants stated reasons for hiring someone else were pretext for offering the position to a personal friend and not a pretext for racial discrimination she does not establish triable issues of fact holding that plaintiff can show pretext by demonstrating that an employers proffered reason for an adverse employment action has no basis in fact