Plaintiff-Appellant Billy Cruse filed a Title VII claim against Defendant-Appellee Southwest Convenience Stores, L.L.C. (“7-Eleven”), alleging that 7-Eleven’s termination of his employment was motivated by race. 7-Eleven asserts that Cruse was fired for violating a company rule prohibiting confrontation with customers. Cruse replies that the violation of the non-confrontation rule was pretextual. The case turns on whether there is a disputed issue of material fact regarding pretext. The district court thought not and granted summary judgment to 7-Eleven.

We AFFIRM for essentially the reasons stated by the district court in its opinion granting summary judgment.