Showing posts with label new trial. Show all posts
Showing posts with label new trial. Show all posts

Friday, May 16, 2014

Franklin County Appeals Court Reinstates $549K Race Discrimination Verdict Against Columbus Employer

Earlier this month, a divided Franklin County Court of Appeals reinstated a $549K jury verdict rendered against a south-side employer in a lawsuit alleging race discrimination, hostile work environment and retaliation and producing evidence about disparaging comments and implied threats by management involving guns.    Smith v. Superior Production LLC, 2014-Ohio-1961 (5-8-14).  The plaintiff had been a production supervisor who requested a transfer in 2008 after his manager (also the son of a company owner and part owner himself) yelled at him and referred to him as the “n-word.”  The plaintiff admittedly never mentioned the n-word incident when he requested the transfer or anytime afterwards until he filed his lawsuit.   However, he claimed (over employer denials) that he had complained about his manager being a racist and the hostile work environment that existed in his former facility.  His transfer was granted, but he was demoted.  Despite his years of experience and seniority, he was one of the first employees laid off (with 60 other employees) during the great recession later that year and was not recalled to work when the economy improved months later.   During the jury trial in March 2013, the jury heard evidence about the use of the “n-word” by five different people (two managers and three co-workers) – out of 250 people who worked in the plant -- sporadically in a 10- year period and how a manager would intimidate black employees by putting a cocked gun on his desk during a meeting in his office.  The employer argued that the evidence was insufficient to show that there was pervasive harassment or different treatment of employees and the trial court determined that the employer was entitled to another trial, but then ultimately granted the employer judgment notwithstanding the jury verdict.  On appeal, the Court of Appeals reversed.

The Court concluded that the trial court erred in granting the JNOV motion because the plaintiff produced sufficient evidence to support the jury’s verdict.  For instance, the Court found that there was sufficient evidence to support the race discrimination in termination claim because the plaintiff had been one of the first employees laid off despite his seniority and experience.  Although the evidence was disputed, there was also evidence that the plaintiff’s racist manager had been involved in selecting employees for layoff by identifying the employees he wanted to keep (which, clearly, did not include the plaintiff).   The Court found the manager’s use of the n-word directly to the plaintiff months before the layoff decision was sufficiently proximate to support the jury verdict.  As explained by the Court:

Constructing the evidence in favor of Smith, we determine that perhaps the most offensive word in the English language was used directly by Smith's supervisor in telling him to clock out and leave. As a result, Smith, no longer willing to work under Holstein, was moved to another facility, demoted in title and pay, and worked on another shift. This same supervisor was involved in the decision to layoff Smith two months later. There was a culture of discrimination at Superior evidenced by the common use of the n-word by both staff and management, including the owners as well as the lack of reprimands for use of the word. Holstein also used a gun to intimidate African-Americans during meetings in his office. . . .

There was evidence presented that only about 60 employees were initially terminated,  . . . There was also evidence that Superior sought to retain employees who could perform multiple jobs and provide the most flexible and skilled labor force. Superior typically tried to push down from the top of the workforce, to layoff only the bottom employees, but this was not the case with Smith. (Tr. Vol. III, at 362.) Smith was the first production employee laid-off and only the eighth employee overall. . . . Viewing the evidence most favorably for Smith, the jury could find that Smith, who was a production supervisor, who had performed every job on the production floor, and had over two decades experience, would not have been terminated but for his race.

The Court also concluded that the trial court erred in granting the JNOV motion on the retaliation claim, even with its higher level of proof.  There was evidence that this same manager may have been involved in the recall decisions and that he had made statements to another black employee in early 2009 disparaging the plaintiff with the n-word.  The employer had contended that the plaintiff had not been recalled because his primary skill was in an area supervised by his prior manager, who he had already refused to work for.  The Court concluded that the plaintiff had a wider skill set than the employer freely admitted and that there had never been any complaints about his work performance.   The Court also concluded that the jury may have found the employer witnesses to not be credible in light of inconsistencies in their testimony and discovery responses.

Further, if the jury believed that Holstein was acting like a racist, then Smith's desire not to be directly supervised by Holstein can be viewed by the jury as not being a legitimate business reason for failing to rehire him, and would further damage Holstein's credibility. This view is especially reasonable since Superior had multiple facilities and shifts in which Smith could work and not be supervised by Holstein. (Tr. Vol. III, at 343.) Superior could also have changed Duane Holstein's position so that he was not a manufacturing manager, an occurrence which happened anyway when Holstein became a safety manager. (Tr. Vol. III, at 317.) Reasonable minds can conclude that the jury properly found that Superior's proffered reasons for failing to rehire Smith were pretextual.

The Court also concluded that the trial court erred in granting the JNOV motion on the hostile work environment claim on the grounds that the use of the n-word was isolated and sporadic and “and merely an offensive utterance, rather than being threatening or humiliating.”

Reasonable minds can easily conclude that Holstein's use of the n-word, directly to Smith, while on the production floor, at the same time telling him to go home, was humiliating.

In any event, the Court also concluded that the employer was not entitled to a new trial – even under an abuse of discretion appellate standard -- and, therefore, reinstated the jury’s verdict (which will undoubtedly be appealed to the Supreme Court).

The dissent agreed with the majority on the impropriety of the JNOV verdict on the hostile work environment claim (based on the use of the n-word by two of the company’s owners), but believed the trial court was correct on the race and retaliation claims and saw no abuse of discretion in granting a new trial on all of the claims.   Among other things, he did not find the manager’s disparagement of the plaintiff two months before his layoff to be proximately related to the decision to lay him off.   He also noted that the plaintiff had been replaced by other black employee.  He also disputed the relevance of the gun evidence since there was no evidence that the manager behaved differently with white employees. He also rejected the retaliation claim because the employer’s explanation – that none of the supervisors requested the plaintiff’s return – did not show that the other supervisors were retaliating.  While Superior's reason is not particularly fair to Smith, it is a motive other than unlawful retaliation.”

NOTICE: This summary is designed merely to inform and alert you of recent legal developments. It does not constitute legal advice and does not apply to any particular situation because different facts could lead to different results. Information here can change or be amended without notice. Readers should not act upon this information without legal advice. If you have any questions about anything you have read, you should consult with or retain an employment attorney.

Tuesday, October 21, 2008

Sixth Circuit Reverses $1M Jury Verdict in ADA Case Because of Fraud on the Court by Plaintiff’s Counsel.

Yesterday, the Sixth Circuit reversed a million dollar jury verdict in favor of an ADA plaintiff who claimed that he had been fired on account of his Tourette’s syndrome. Okros v. Angelo Infrate Construction Co., No. 07-1455 (10/20/08). The key evidence in the case involved a telephone call which the plaintiff and his witnesses claimed involved the employer’s vice-president making derogatory comments about the plaintiff’s stuttering and firing him for that reason. The vice-president denied that any such telephone call happened, that he knew about the plaintiff’s alleged disability or that he had been fired in such a fashion. After the trial and jury verdict, the employer finally subpoenaed the plaintiff’s telephone records which proved that the plaintiff had never called the vice-president as he claimed, but rather, telephoned a union officer who presumably masqueraded as the vice-president for the benefit of the witnesses. Because the employer had failed to seek copies of the telephone records from AT&T during pre-trial discovery, the trial court and Court of Appeals refused to reverse the verdict on the basis of the newly discovered evidence (in that the evidence could have been discovered before the trial). However, because the plaintiff’s attorney had, among other things, claimed – presumably falsely – during the trial and discovery process that he had attempted to subpoena the same telephone records and had been told that they no longer existed, because the court and the employer’s counsel were entitled to rely on the honesty of plaintiff’s counsel – as an officer of the court – and because the false information prejudiced the employer’s defense, the Court of Appeals reversed the verdict on account of the fraud on the court perpetrated by plaintiff’s counsel.

Insomniacs can read the full decision at http://www.ca6.uscourts.gov/opinions.pdf/08a0628n-06.pdf.

NOTICE: This summary is designed merely to inform and alert you of recent legal developments. It does not constitute legal advice and does not apply to any particular situation because different facts could lead to different results. Information here can change or be amended without notice. Readers should not act upon this information without legal advice. If you have any questions about anything you have read, you should consult with or retain an employment attorney.