Sixth Circuit Rejects Enforcement of Non-Compete and Trade Secret Claim Based on Information in Employee Cell Phone

Yesterday, the unanimous Sixth Circuit Court of Appeals affirmed a divided decision concerning the enforcement of a non-compete, trade secret and non-solicitation agreement which the employee was required to sign as a condition of being hired.  Total Quality Logistics LLC v. EDA Logistics, LLC, No. 23-3713 (6^th Cir. 10-2-24).   First, it refused to prevent the employee from working in the logistics industry because it agreed that the employer had failed to produce specific evidence of the “special” training it had allegedly provided to support such a broad restriction even though the employee had absolutely no prior logistics experience.  Second, while it agreed that the employee could not solicit the employer’s customers, it refused to impose any damages because the employer failed to show what efforts it made to keep those customers after the employee’s resignation or what specific profit it lost.  Merely relying on the revenue generated for the employee’s new business was insufficient to justify monetary damages.  Third, it refused to find that the employee misappropriated trade secrets based on contacting specific customer contacts based on his personal knowledge from his prior employment or already in his cell phone. “[I]nformation retained in the [employee’s] cell phone could not support a trade-secret claim.”  There was no evidence that he had taken or used any confidential master customer list or could not have re-created his customer list from cold calling, etc.  Finally, the court refused to enforce the one-sided prevailing party attorney fees provision because it found the provision to be unenforceable in a contract of adhesion. 

Readers may recall that this same employer was able last year  to enforce the same types of restrictions against a former employee even though that employee had been placed on paid leave by her new employer for one year while waiting out the non-compete.  The Clermont County Court of Appeals found that to undermine the purpose of the contract.  In this case, the employee removed the case to federal court in Cincinnati.    The federal courts observed that while the employer was frequently successful in litigating its agreement, it was dissatisfied with the lack of evidence it presented in this particular case.

According to the Court, the employee had been hired with no prior logistics experience.   Prior to starting work, he signed a restrictive covenant protecting trade secrets and preventing him for one year from working in the industry or soliciting customers.  There was testimony that the employer had never once modified the agreement at an employee’s request.   After working for over 4 years, he resigned because of the employer’s COVID return-to-work policies due to his son’s respiratory issues.   He quickly found a job with a small logistics company, working only with that company’s customers, with the plan to take over when the owner died.  However, the owner died earlier than expected just 60 days later.  He then formed his own logistics company and obtained business from customers – particularly one customer -- he formerly served while employed by the employer.  Although the employer had reassigned his accounts to other employees, it noticed that it had lost some business and investigated whether he was responsible.   It then filed suit against him in state court, which the employee removed to federal court.

The trial court refused to award monetary damages because the employer failed to introduce evidence of what business it would have continued to receive from particular customers and what profit it would have made from those customers. Although some courts would find it sufficient to rely on its diminished revenue and the employee’s admission of what profit he made from those customers, the Court indicated that it was not enough in this case where in other cases the employers had utilized experts on the issue of retainage and turnover, etc. :

[The employer] failed to produce evidence that [his] unlawful competition (rather than, say, his mere departure and [its] failure to meaningfully pursue its customers) caused [it] lost profits. [It] continues to ask for the entire profit that [he] made by servicing the at-issue customers, $148,821.80. Yet a factfinder could reasonably conclude that [it] did not demonstrate that, had [he] not serviced those loads, the work would have flowed to [it]. . . .

 . . .  [Its] request for the entirety of [his] total profit, by contrast, does not even account for the commission that [it] would owe [him] in the counterfactual in which [he] secured those loads while still employed for [it].

The Court also affirmed the decision to not enforce an industry-wide non-compete because non-competes can only be enforced to the extent necessary to protect an employer’s legitimate interests, such as confidential information, customer good will and the expense of providing valuable training.  Employers are required to prove with clear and convincing evidence the legitimate interests which require protection by the non-compete’s scope.  In this case, the courts found that the non-solicitation clause was sufficient to protect the customer’s good will.   Because the employer failed to produce evidence regarding (1) the content or extent of the training to the employee, (2) how the training was proprietary or trade secret or (3) how the employee used that training to hurt it or even the cost of the training, it could not rely on that training to support a nationwide and industry-wide non-compete clause.

The courts also rejected the employer’s trade secrets claim based on its pricing and customer information.  There was no evidence that the employee took a confidential master compilation of customer names and information.  Rather, he relied on his own memory of the customers he served.  Although “it is true that Ohio law treats customer lists as presumptively entitled to trade-secret protection,” it is also true that “Ohio limits that protection when the identity of the customers is “readily ascertainable through ordinary business channels.’” “Though [he] retained contact information for some customers that he directly serviced, the district court noted that “telephone numbers for a small number of companies are ‘readily ascertainable by proper means,’” and “easily discovered as part of the cold-calling process.’”  Moreover, “to be a protectable trade secret under Ohio law, a customer list “must contain information not generally known to or readily ascertainable by the public.” Id. (emphasis added). Ohio courts have applied this principle in declining to recognize a protectable trade secret in customer-contact information that a departing employee retained in a cell phone.”

While the court agreed that knowledge of its pricing margins and ”pricing policies can rise to the level of a protectable trade secret under Ohio law”  and enable a departing employee to better compete against it, the employer “failed to articulate precisely what concrete “pricing information” it thinks [he] misappropriated. The record is unclear whether [it] had any standard route pricing or margin expectation that [he] could have misused.”  In addition, its employees had wide latitude in setting prices, even authority to price at a loss to maintain a client relationship.

The Court also affirmed that “the fee-recovery provision was unilateral, allowing only [the employer] to recover fees” and thus, was “unenforceable under Ohio law because it resulted from a “contract of adhesion,” in which [the employee] had little or no bargaining power and no realistic choice as to terms.”   The Court also agreed that “unenforceability under Ohio law is not limited to instances of duress.”

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.

Ohio's Minimum Wage Set to Increase on January 1, Except for Small Employers.

 The Ohio Department of Commerce has announced the new minimum wages which commence on January 1, 2025:  

Ohio’s minimum wage is scheduled to increase Jan. 1, 2025, to $10.70 per hour for non-tipped employees and $5.35 per hour for tipped employees. The minimum wage will apply to employees of businesses with annual gross receipts of more than $394,000 per year.

The current 2024 minimum wage is $10.45 per hour for non-tipped employees and $5.25 per hour for tipped employees. The 2024 Ohio minimum wage applies to employees of businesses with annual gross receipts of more than $385,000.

The Constitutional Amendment (II-34a) passed by Ohio voters in November 2006 states Ohio’s minimum wage shall increase on January 1 each year by the rate of inflation. The state minimum wage is tied to the Consumer Price Index (CPI-W) for urban wage earners and clerical workers over the 12-month period prior to September. The CPI-W index increased by 2.4 % over the 12-month period from Sept. 1, 2023, to Aug. 31, 2024.

For employees at smaller companies with annual gross receipts of $394,000 or less per year after Jan. 1, 2025, and for 14- and 15-year-olds, the state’s minimum wage is $7.25 per hour. For these employees, the state wage is tied to the federal minimum wage of $7.25 per hour, which requires an act of Congress and the President’s signature to change.

Employers can access the 2025 Minimum Wage poster for display in their places of business by visiting the Ohio Department of Commerce’s Division of Industrial Compliance’s Bureau of Wage and Hour website.

Franklin County Court of Appeals Enforces Non-Compete Agreement Except When Employee Was Hired by Unrelated Entity Which Served Same Customers

Earlier this month, the Franklin County Court of Appeals affirmed a preliminary injunction and summary judgment against a former department head for breaching his non-compete agreement when he formed his own competing business and performed work for his former employer’s customers.  Capital City Mechanical, Inc. v. Bartoe, 2024-Ohio-4550.   While the court agreed that the employee could perform work for the employer’s customers if he was hired by an unrelated company which also provided services to the same customer, he was barred from performing services for his employer’s customers for two years even without a geographic limitation.  He also could not prevail on a tortious interference claim when the employer was permitted to inform entities that he had a non-compete agreement and when he could not show a firm expectation of being hired for any work.

According to the Court’s opinion, the defendant employee was hired shortly after the employer started business in 2001, became a key employee and was responsible for submitting bids and procuring supplies, etc. Customers would contact him through the employer-provided cell phone he had been issued.   He had no prior experience in this trade, but “had access to confidential information relating to company operations, strategy, logistics, trade secrets, customer lists, pricing, and margin information.” In 2019, in connection with an incentive compensation agreement, he was given an agreement containing confidentiality, non-solicitation and non-compete clauses. Similar agreements were signed several times thereafter.  In 2020, the employer was contacted about submitting a bid for construction work and to inform the general contractor that it would be performing the backflow work.  A few weeks, later, he formed his own competing business and he resigned from the employer a few months later.  He submitted a bid and then was hired by the general contractor the following month to perform work for the same customer of his former employer.  The employer learned a few months later and filed suit.   A TRO was quickly entered and a preliminary injunction was issued about eight months later.  Two years after the lawsuit had been filed the trial court granted the employer summary judgment.  The employer was awarded over $15K in damages.  This appeal followed, but by then, the agreement had expired.

The Court agreed that the employee had breached the non-compete agreement by using his knowledge gained from the employer to submit competing bids and performing work for its customers during the two-year restricted period.   The parties had disputed whether the end-user of the employer’s services could be considered as its customer when its invoices were submitted to and paid by the general contractor.  The courts agreed that end-users could be customers, but that the employee would not have breached the agreement if he had been hired by a different general contractor who had a pre-existing relationship with the same customer.  In other words, he “may work for an unrelated general contractor at an end-user without breaching the non-compete provisions, even if the end-user is a CCM customer. The objective of the non-compete agreement was to prevent unfair competition, but not all competition.”

There was evidence that he had turned down jobs offered directly by his former employer’s customers/end-users, but then would accept for the same end-user if they came through an unrelated general contractor that had never been a customer of his former employer.  No damages were awarded for work which he performed after being hired by a non-customer even if it was for an end-user that was also a customer of his former employer.

The court found the terms of the non-compete to be reasonable with a two-year restricted period and no geographic limitations. “The agreement was able to safeguard [the employer’s] protectable interest and allow [the employee] to earn a living in the plumbing trade.”

The Court also rejected the employee’s tortious interference claim because he could not prove that he had a pre-existing relationship with any non-customer or definite expectation of revenue:

The trial court determined that [the employee] did not identify any business relationships that were interfered with and was not able to identify any revenue that he lost as a result of interference. [One company] was [his former employer’s] customer, and [he] was already precluded from doing business with them pursuant to the non-compete agreement. [A second company] never solicited any bids from [him], and he had no firm expectation of receiving work. Without any evidence that [his former employer] cost [him] business from [the second company], recovery on a tortious interference claim is precluded.

[The employer] was allowed to inform people in the trade of the non-compete clause and that a preliminary injunction against [him] was in place. Summary judgment was proper on the tortious interference claim [in favor of the employer].

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.

Winning the Battle, But Losing the War: Sixth Circuit Affirms Jury Verdict Finding Harassment but No Discrimination or Retaliation.

Last month, the Sixth Circuit affirmed a jury verdict finding that the employer had not discriminated or retaliated against the plaintiff, but had subjected her to a hostile work environment on account of her gender.  Schlosser v. VRHabilis, LLS, No. 23-6019 (6^th Cir. Aug 26, 2024).  The Court rejected the employer’s attempt to restrict to the harassment claim to verbal abuse and concluded that the discrete acts of discrimination – upon which the jury had refused to impose liability – could also be considered to support the harassment verdict. 

According to the Court’s opinion, the plaintiff was hired as the only female diver to retrieve unexploded ordinance from the sea bed.  There was evidence that her first supervisor repeatedly denigrated her, subjected her to different conditions of employment and held her to a higher performance standard than her male co-workers.   She was verbally coached by the COO after her first week, but did not see the formal document until litigation commenced which contained a number of issues which she disputed.  She was restricted from diving and driving by her first supervisor.  When she made a formal complaint to their site manager, he did nothing about any of it.  She then complained to HR, which was investigated by the COO and Project Manager.  This investigation confirmed that she was been singled out and treated differently on account of her gender.  She was then transferred to a different dive team, although it was disputed if this was because of the investigation or because her first supervisor demanded that she be removed from his team.  In any event, her first supervisor was never disciplined or trained regarding sexual and gender-based harassment.

Although HR had attempted to follow up on the plaintiff’s formal complaint, the plaintiff never responded.  Instead, after her transfer, she emailed HR that all of her issues had been promptly resolved and exceeded her expectations.  The plaintiff’s performance improved following her transfer and she outperformed several male colleagues.  Nonetheless, the Project Manager instructed that she again be prevented from diving based her performance evaluation from her first – discriminatory – supervisor as the least productive diver.  However, at trial, they acknowledged that she was not the least productive diver, who was never prevented from diving as she was.

On her new team, one of her co-workers routinely denigrated her, often calling her the B***h word.  Three times this was done within earshot of her second supervisor, who did nothing about it.  When the co-worker complained about her and an investigation commenced, the plaintiff refused to cooperate with it, even to describe his offensive behavior.  Instead, she resigned, complaining about the rampant sexual harassment she experienced on almost a daily basis in the 10 weeks she worked there.  Instead of investigating her new allegations, the company was relieved that she had left.  Shortly thereafter, she filed a Charge of Discrimination and filed suit.  While the jury found that she had not been discriminated or retaliated against, it found in her favor on her sexual harassment claim and awarded her almost $60K in back pay.  The company appealed.

The Court refused to confine the harassment claim to the verbal abuse the plaintiff suffered.  Instead, it agreed that the supervisor’s overall treatment of her could be considered, including the restrictions on diving and driving, etc. “Although discrete acts of discrimination are not independently actionable as a hostile work environment claim, the jury may certainly consider such acts in its evaluation of the overall working environment.”

While there was evidence of mere personality conflicts, the Court found that the plaintiff produced sufficient evidence to support the jury verdict that the harassment was related to her gender and not just her personality or job performance.  First, she was subjected to different terms, conditions and performance expectations than her male co-workers.  Second, her first supervisor and a later co-worker repeated referred to her as “B***h”.  “Such a term is indubitably sexually degrading and gender specific.”    This was also corroborated by her male co-workers during the COO’s investigation of her initial harassment complaint.

Overall, the multiple instances in which [the plaintiff] was ostracized while her male counterparts were not, coupled with the gender-specific epithets used, provide sufficient evidence for a reasonable jury to find that the complained of harassment was based on [her] gender or sex. Of course, the evidence could also support the conclusion that the harassment was tied to personal conflict, rather than gender; however, this Court may not reweigh the evidence to override the jury’s reasonable determination.

The Court also found sufficient evidence of severe and pervasive harassment: “not a day of her ten weeks at [the employer] passed without some type of sexual harassment or ostracization. Accordingly, the totality of the circumstances could reasonably indicate that [she] suffered pervasive harassment that altered her job environment, conditions, and performance.”

                  The jury fairly concluded that [she] did not endure “simple teasing” or “isolated incidents.”  . . .  Instead, as the lone female diver, [she] faced daily threats to her employment, derogatory comments, verbal harassment, foul language, and constant changes to her pay and position “to which members of the opposite sex were not exposed.” . . . . And this harassment occurred daily throughout a compressed period of ten weeks. For these reasons, a reasonable juror could find that a hostile work environment existed.

The Court also found that the employer could be held liable for the harassment because some of it was by her first supervisor and the rest was by a co-worker with knowledge of her second supervisor.  The first supervisor’s restriction on her diving resulted in a reduction in her compensation – a tangible employment action.

[The employer] attempts to skirt liability for [the co-worker’s] actions by arguing that [the plaintiff] refused to report the harassment or provide a written statement regarding the second incident in which [he] screamed profanities at [her], including calling [her] a “slimy bitch.” This may be true, but it is not dispositive for the employer-notice inquiry, which asks whether [the employer] knew about the harassment.  . . . . . . Throughout each described incident of sexual harassment, [the second supervisor] knew of the charged sexual harassment but failed to take any corrective action at all. . . .\

                   . . . [The second supervisor] heard [the co-worker] berating [her] on multiple occasions, calling her a “bitch,” and being aggressive towards her. Yet [the supervisor] never reprimanded [the co-worker] or took any action to correct this pattern of behavior. . . . . . A reasonable jury could find that [the supervisor] knew of the harassment and made no attempt to correct the problem of the sexually harassing behavior, thus establishing the required negligence on [the employer’s] part. Because [it] does not dispute that [he] may properly be considered a supervisor, this inaction may be reasonably imputed to [the employer].

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.

Sixth Circuit Significantly Alters Burden of Proof for Hostile Work Environment Claims

Yesterday, the Sixth Circuit affirmed the summary judgment dismissal of an age discrimination claim, but reversed dismissal of the companion hostile work environment claim brought by a former police officer.    McNeal v. City of Blue Ash, No. 23-3180 (6^th Cir. 9/23/2024).  The Court agreed that the plaintiff officer could not show that his termination – or the underlying disciplinary actions – were discriminatory or pretextual.  However, he could possibly show a hostile work environment based on the cumulative effect of closer scrutiny and supervision than his younger co-workers received, a denigrating assignment that could be designed for him to fail and his supervisor’s “glee” in imposing disciplinary actions against him.   The Court’s opinion suggests that hostile work environments need not be severe or subjectively hostile when discriminatory employment actions need not be significant in order to be actionable: “Because hostile-work- environment claims arise out of the same statutory language as disparate-treatment claims, Muldrow’s holding that Title VII does not require plaintiffs to show “significant” harm applies to both types of claims. . . Thus, when we consider whether a hostile-work environment was severe or pervasive enough to violate Title VII, we effectively ask whether it left an employee “worse off respecting employment terms or conditions.”

According to the Court’s opinion, the plaintiff worked for 33 years as a police officer and was the oldest officer in the department.  After his supervisor was promoted to his role, the plaintiff claimed that he was subjected to closer scrutiny.  For instance, after he challenged his 2015 performance evaluation, he was assigned to conduct a traffic study which had never been assigned to a patrol officer before and which he lacked qualifications to conduct.  He alleged that it was both retaliatory for his performance evaluation challenge and based on his age.   He then received progressive disciplinary actions over the next two years for infractions, such in April 2016 for failing to turn on his microphone during traffic stops (after he had first been informally counselled when he had been identified as a primary offender of that policy).   In June 2018, the plaintiff and another officer violated a number of policies when responding to a medical emergency, including failing to use lights and sires, failing to notify that they were not using lights and sirens, and speeding without lights and sires, etc.  

When the individual died from the medical emergency, an investigation was conducted into the police response.  The investigation revealed that the plaintiff had previously violated the same policies.  When the investigators checked his prior traffic stops, they discovered that he had not used his audio (which he had received formal disciplinary action for in 2016).  As they checked his prior traffic stops, they discovered that he only turned on his audio in 8 stops that year (out of 38) and that he had never checked his video equipment in his109 shifts so far that year as required by departmental policy.  When he claimed that he generally turned on his audio and checked his equipment, they concluded that he was being intentionally dishonest, which by itself, is a terminable offense.   He was given the option of retiring or submitting to a pre-disciplinary hearing.  He rejected both offers and was terminated.  His grievance was rejected in arbitration.    He then filed suit.    The trial court granted the City and individual defendants summary judgment on all claims. 

The Court agreed that the plaintiff could not show that he was terminated on account of age discrimination.   The ADEA requires that age be the determinative factor in his termination:  that he would not have been fired but for his age.  In this case, assuming that he could show a prima facie case of discrimination, he could not show that his employer lacked a legitimate basis for his termination based on his misconduct and prior disciplinary history.  The plaintiff conceded that he could not disprove the factual basis of any of his prior disciplinary actions or his termination.

The Court rejected his argument that his termination was pretextual because it did not actually motivate the decision to terminate his employment: 

Even if it is true that the Department generally scrutinized the performance of older officers to a greater degree than younger officers, [the plaintiff] has not presented sufficient evidence that the reasons given for his termination—an extensive list of disciplinary infractions that included untruthfulness—were not the true reasons. [He] does not contest, for example, that the Department would be required to disclose his untruthfulness to defendants at trial, rendering him unable to perform an essential job duty. Nor does [he] dispute that the Department was legitimately concerned that his pervasive failure to follow the recording policies jeopardized the Department’s ability to gather evidence and limit its exposure to liability. Because the ADEA requires plaintiffs to show that age is the “but-for” cause of the disciplinary action—not simply a motivating factor—[he] cannot proceed if his termination was at least partly caused by Defendants’ non-discriminatory reasons.  . . .  He does not meet this burden on the second prong.

The Court also rejected the argument that his conduct was insufficient to warrant his termination, mostly because the other responding officer was treated similarly to him and given the same option to voluntary retire or submit to a pre-disciplinary hearing.  For that matter, the plaintiff did not address the dishonesty issue at all in his briefs.

That being said, the standard for proving a hostile work environment is much less than proving discrimination.  However, “allegations of discrete discriminatory acts otherwise actionable as independent disparate-treatment claims do not by themselves constitute harassment supporting a hostile-work-environment claim.” (italics added for emphasis).  Thus, it was conceded that his suspensions and termination could not be considered as evidence of a hostile work environment.   Rather, a hostile-work-environment claim is “based on the cumulative effect of individual acts,” many of which are not actionable on their own.”

an adverse employment action can affect employment terms or conditions on two registers. By definition, an adverse action can cause a change in the terms or conditions of employment. But an adverse action deployed strategically as harassment can also add to a climate of hostility that represents a different change in the terms or conditions of the job. To use the Supreme Court’s words, a discrete discriminatory act may have “occurred” on one day and thus be actionable, but it also may be part of a separate harm that “occurs over a series of days or perhaps years.”  . . . . In the hostile-work-environment context, we exclude adverse actions that operate only on the first register, but consider the ones that operate on the second. (emphasis added). 

In this case, the plaintiff “cited testimony that older officers were regularly subjected to greater scrutiny, and highlighted examples showing that younger officers did not face discipline for their policy violations.”    He also alleged that he was the only officer whose performance was investigated over an entire year (when the investigators reviewed each of his traffic stops).   “We focus on the harassing effect of these incidents to assess whether the ongoing monitoring created a climate of hostility in the aggregate (and combined with other actions), not whether each incident alone changed [his] employment status. Therefore, [his] evidence of higher and disproportionate scrutiny may be used to support his hostile-work-environment claim.”  In addition, a number of officers provided evidence that he was disciplined for infractions that other officers violated with impunity. 

He also cited the traffic study that he had been assigned:

Thus, the evidence supporting a hostile-work-environment claim is not the unfavorable assignment itself but the fact that the Department allegedly engaged in conduct designed to (1) frustrate, demean, and embarrass him in front of his coworkers; (2) justify more disciplinary action against him when he inevitably fell short of the unreasonable expectations; and (3) force him further under the microscope by requiring him to report to two supervisors on his progress weekly. The significance of the traffic study for hostile-work-environment purposes is that the Department allegedly used the assignment strategically in a broader effort to discredit [the plaintiff].

                   . . .

                  The [Supreme] Court has held that a hostile-work-environment claim is “based on the cumulative effect of individual acts” occurring over the span of weeks, months, or years.  . . .  An individual act within a hostile-work-environment claim “may not be actionable on its own,”  . . . —but there is no requirement that the act not be independently actionable. As the Court recently explained, a hostile-work-environment claim “includes every act composing that claim, whether those acts are independently actionable or not.”  . . .  Thus, “even if a claim of discrimination based on a single discriminatory act is time barred, that same act could still be used as part of the basis for a hostile-work-environment claim.”  . . . That conclusion makes good sense. Whether a given act contributes to a hostile work environment does not turn on whether that act might support a separate claim.

To reconcile Ogbonna-McGruder with Morgan and Green, we read Ogbonna-McGruder to bar a plaintiff from including in a hostile-work-environment claim only those discrete acts that result in a separate discriminatory harm to the terms and conditions of employment that does not “contribut[e]” to the alleged environment of harassment. (emphasis added).

The plaintiff also claimed that most of his prior disciplinary actions were part of this campaign of harassment against him:

even if some of these disciplinary incidents were separately actionable, we would still consider whether the incidents were also weaponized as tools of harassment in the “same actionable hostile work environment practice.”  . . .  Here, there is evidence indicating that the Department imposed discipline as a vehicle to target and belittle [the plaintiff]. Notably, [he] points to testimony that [the Chief] was “grinning from ear to ear,” “smiling,” and “giggling” when discipline was meted out to [him]. . . . .  [The Chief] reportedly asked about [his] reaction to some discipline with excitement and enthusiasm, as though “he [was] getting off, he [was] enjoying the fact that an employee of his [was] being messed with.”

At any rate, these disciplinary incidents would not be independently actionable. Only discipline causing “some harm respecting an identifiable term or condition of employment” is actionable on its own.  . . .  For example, this court previously held that “[a] written reprimand, without evidence that it led to a materially adverse consequence such as lowered pay, demotion, suspension, or the like, is not a materially adverse employment action.”  . . .  Here, [the plaintiff] was disciplined in several ways that likely do not meet the definition of an “adverse employment action,”  . . . , including “documented counseling,” an “oral reprimand,” and a “written reprimand.”  . . .  When considering the facts in the light most favorable to [him], none of these incidents is actionable on its own in a disparate-treatment claim.

The Court also lowered the evidentiary bar on proving “severe” harassment:

Because hostile-work-environment claims arise out of the same statutory language as disparate-treatment claims, Muldrow’s holding that Title VII does not require plaintiffs to show “significant” harm applies to both types of claims.  . . .  Instead, the employer’s discriminatory action—or, as is the case here, the work environment—needs to produce “some harm respecting an identifiable term or condition of employment.”  . . . .  Thus, when we consider whether a hostile-work environment was severe or pervasive enough to violate Title VII, we effectively ask whether it left an employee “worse off respecting employment terms or conditions.” . . .

                   . . . [The plaintiff] is not required to show that the harassment “seriously affect[ed] [his] psychological well being” or caused him to “suffe[r] injury”—only that the environment “would reasonably be perceived . . . as hostile or abusive.”  . . .  Importantly, [he] does not need to show that “each incident of harassment standing alone is sufficient to sustain the cause of action,” but that the incidents, taken together, make out such a case.  . . . . Because the facts here present a close call regarding severity, we decline to do the jury’s job for it: [he] cites enough evidence for a reasonable juror to conclude he was subjected to a hostile work environment.

                   . . . .

Here, a jury could reasonably conclude that McNeal’s conditions of employment were altered. For example, if a jury agrees that McNeal was uniquely targeted for minor policy violations and subject to significant surveillance, he would have had a different level of discretion than other officers.

(emphasis added)

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.