Coal Bed Services fired Hall and Hughes, two Black employees, after they complained about race discrimination and refused a drug test; it also declined to rehire them. A White coworker who refused the same test was promptly rehired and paid for a full shift, while the company offered no written support for its claim that a report of on-the-job marijuana use prompted testing. The Eleventh Circuit held this evidence could let a jury find the stated reason pretextual and infer retaliation. It reversed summary judgment on the employees’ Title VII and § 1981 retaliation claims and remanded for further proceedings.