Termination for violation of a healthcare system’s conflict of interest policy is a sufficient non-pretextual defense to defeat a retaliation claim from a fired employee, the Eleventh Circuit Court of Appeals has held. The Court has affirmed a District Court’s grant of summary judgment in favor of the employer. Paul DeBene, an employee within the group purchasing organization of the BayCare Health System in Florida, had complained to the company that a former employee with whom he was romantically involved had been sexually harassed by her department manager. After an investigation, the company fired the manager. DeBene felt that his own supervisor, who was a friend of the fired manager,...