In Harvey v. Sybase, Inc., a California court of appeal affirmed a jury verdict and held that, contrary to federal law, "same actor" evidence in a state law employment discrimination case was not entitled to any special weight. A manager in Sybase's Human Resources Department, Nita White-Ivy, promoted plaintiff Marietta Harvey several times, increased her pay and gave her outstanding performance evaluations. Allegedly, after White-Ivy learned a member of executive management commented that the HR department resembled "an airport," White-Ivy began expressing an interest in hiring white males (in order to reduce the number of female and minority employees). The same year, White-Ivy allegedly began reducing Harvey's responsibilities and expressed concerns over Harvey's job performance, eventually terminating her employment. A jury found that Sybase discriminated against Harvey. On appeal, Sybase contended that because White-Ivy was responsible for both the promotion and firing within a short period, a strong inference should arise under the "same actor" rule that no discriminatory motive existed. But the court rejected this contention, and held that same-actor evidence should be treated like all other evidence and afforded no additional weight.