A female employee sued her employer and supervisor for sex discrimination in violation of the Rhode Island Fair Employment Practices Act and the Rhode Island Civil Rights Act. In deciding the case, the court set out a three-step approach for determining liability. First, the employee must establish a prima facie case of gender discrimination. In a gender discrimination analysis based upon a termination, the establishment of a prima facie case requires the plaintiff to show that: “(1) she is a member of a protected class; (2) she was performing her job at a level that rules out the possibility that she was fired for inadequate job performance; (3) she suffered an adverse job action by her employer; and (4) her employer sought a replacement for her with roughly equivalent qualifications.” Once this “not especially onerous” burden has been met, the employer must offer a legitimate, nondiscriminatory reason for the adverse employment action. Finally, the employee is required to convince the judge or jury that that the legitimate, nondiscriminatory reason proffered by the employer is merely a pretext for her termination.