and DeBoom did provide other evidence linking her termination to her pregnancy. DeBoom presented evidence to support an inference of discrimination and rebut the legitimate nondiscriminatory reason for termination that Raining Rose put forth. First, DeBoom presented evidence of the circumstances of her termination. Raining Rose admitted it made the decision to terminate DeBoom sometime between the day she returned to work part-time and the day she was fired. DeBoom may fairly argue the termination decision was made before any of her alleged performance problems. Additionally, DeBoom provided evidence she was never notified of or disciplined for substandard performance prior to her termination whereas other employees received a warning before termination. See Smidt, 695 N.W.2d at 15-16 (<HOLDING>). Second, DeBoom presented statements from
holding that a reasonable trier of fact could find that the defendants acted with malice holding a trier of fact could choose not to believe the employers afterthefact justifications where the employer failed to produce documentation of poor performance holding that issues of discriminatory intent and actual motivation are questions of fact for the trier of fact holding that on a review of the sufficiency of the evidence the court determines whether any rational trier of fact could have found all the elements of the offense beyond a reasonable doubt holding that a plaintiff s prima facie case combined with sufficient evidence to find that the employers asserted justification is false may permit the trier of fact to conclude that the employer unlawfully discriminated emphasis added