BROPHY v. THE HARTLEY DOERING GROUP, INC.

CourtDistrict Court, M.D. Pennsylvania
DecidedJune 15, 2020
Docket1:18-cv-02169
StatusUnknown

This text of BROPHY v. THE HARTLEY DOERING GROUP, INC. (BROPHY v. THE HARTLEY DOERING GROUP, INC.) is published on Counsel Stack Legal Research, covering District Court, M.D. Pennsylvania primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
BROPHY v. THE HARTLEY DOERING GROUP, INC., (M.D. Pa. 2020).

Opinion

UNITED STATES DISTRICT COURT MIDDLE DISTRICT OF PENNSYLVANIA BRENDON BROPHY,

Plaintiff, CIVIL ACTION NO. 1:18-CV-02169

v. (KANE, J.) (MEHALCHICK, M.J.) THE HARTLEY DOERING GROUP, INC. d/b/a ROSSMOYNE ANIMAL EMERGENCY TRAUMA CENTER,

Defendant.

MEMORANDUM

Before the Court is plaintiff Brendon Brophy’s motion to compel and for sanctions (Doc. 33) concerning his claim for damages under the Americans with Disability Act (ADA), 42 U.S.C. §§ 12101-12213, the Family Medical Leave Act (FMLA), 29 U.S.C. §§ 2601-2654, and state law. (Doc. 1). Defendant is The Hartley Doering Group, Inc. d/b/a Rossmoyne Animal Emergency Trauma Center (the “Center”) (Doc. 1). By Order dated October 31, 2019, District Judge Yvette Kane referred the parties’ discovery dispute to the undersigned Magistrate Judge for disposition pursuant to 28 U.S.C. § 636. (Doc. 27). Both parties have filed briefs in support of their respective arguments, and Brophy’s motion is therefore ripe for disposition. (Doc. 34; Doc. 37). For the following reasons, Brophy’s motion to compel and for sanctions (Doc. 33) is GRANTED IN PART and DENIED IN PART to the extent indicated herein. I. BACKGROUND AND PROCEDURAL HISTORY This case stems from allegations that the Center interfered with and violated Brophy’s rights under the ADA, FMLA, and Pennsylvania common law, culminating with The Center’s termination of Brophy in May 2017. (Doc. 1, at 2-5). A. BROPHY’S COMPLAINT The Center hired Brophy in July 2015 as a veterinarian at its trauma center, where Brophy tended to the emergency and critical care of small animals. (Doc. 1, at 3). Brophy was promoted to Medical Director in October of the same year. (Doc. 1, at 3). Almost two years later, in April 2017, Brophy learned that one of the Center’s head technicians, Bobbie Ditzler,

had ordered prescription medication for herself using Brophy’s medical license. (Doc. 1, at 3). Brophy became distraught and immediately informed his supervisor, Dr. Meg Weil, about Ditzler’s illegal use of his license. (Doc. 1, at 3). On April 3, 2017, after suffering from a panic attack at work, Brophy saw his primary care physician and was diagnosed with anxiety, acute anxiety attacks, and gastritis. (Doc. 1, at 3). Brophy’s physician recommended that he stay at home for six weeks. (Doc. 1, at 4). He provided medical documentation and paperwork to Dr. Weil, who, upon information and belief, approved Brophy’s request for a medical leave of absence. (Doc. 1, at 4). Around the same time, Weil confirmed to Brophy that the Center’s co-owner and manager, Mike

Doering, and another veterinarian, MJ Potter, had also used Brophy’s medical license for their personal use. (Doc. 1, at 4). After Brophy requested medical leave, the Center began to treat him differently, e.g., the administrator of the Center’s Facebook page blocked Brophy’s ability to access the page. (Doc. 1, at 4). On May 9, 2017, a coworker sent Brophy an email indicating that the Center had permanently removed Brophy from the work schedule and hired his replacement. (Doc. 1, at 4). Four days later, i.e., May 13th, Brophy received a letter from the Center indicating that the Center was terminating him for being on disability for over 30 days in violation of his employment contract. (Doc. 1, at 4). Brophy’s employment contract permitted the Center to terminate Brophy “if during a period of ‘twelve (12) consecutive months’ [Brophy] is ‘not able to perform fulltime work for thirty (30) days in any employment year’ due to his disability” (“Termination Clause”). (Doc. 1, at 4). Brophy asserts that (1) the Termination Clause per se violates the ADA; (2) the illegal

use of his medical license and the Center’s related conduct caused him serious health conditions under the FMLA and disabilities under the ADA; (3) the Center failed to engage in the interactive process to determine reasonable accommodations; and (4) the Center terminated Brophy because of his disabilities, in retaliation for his request for accommodations, and because Brophy sought protected leave. (Doc. 1, at 5). He asserts claims under the ADA and FMLA, as well as under the Pennsylvania Workers’ Compensation Act. B. DISCOVERY DEMANDS AND RESPONSES Brophy served a demand for the production of documents on February 27, 2019. (Doc. 36, at 2). He broadly sought all “documentary material” supporting or relating to Brophy’s

allegations, documents referring to Brophy and his request for an accommodation, copies of correspondence between Brophy and the Center’s management and between Brophy and Weil, and documents relating to the Center’s decision to terminate Brophy. (Doc. 1, at 34, at 5; Doc. 34-1, at 2-6). The Center served responses in May 2019 including five emails between Brophy and Weil sent in early April 2017. (Doc. 34, at 5; Doc 34-1, at 10-12). These emails reflect that Brophy requested leave based on medical documentation, Brophy informed Weil that he had made an appointment with a therapist, and Weil informed Brophy that he was “currently on LOA [i.e., leave of absence] with full pay for 60 days.” (“Leave Emails”) (Doc. 34, at 6). Brophy’s counsel sent a discovery deficiency letter, and on May 30, 2019, the Center produced 16 additional emails, only one of which referred to Brophy. (Doc. 34, at 6; 36, at 2). In July 2019, the parties deposed Doering and his former wife, Sabrena Hartley, a co- owner of the Center. (Doc. 34, at 6-7; Doc. 36, at 2). Both denied ever having seen or

discussed the Leave Emails. (Doc. 34, at 6-7; Doc. 34-1, at 32-34, 84-87). Additionally, at Hartley’s deposition, counsel for the Center stated, “I don’t think we produced text messages.” (Doc. 34, at 7; Doc. 34-1, at 82). Based on the assertion that no texts had been produced, Brophy’s counsel served a supplemental document demand in which he sought text messages relating to Brophy between (1) Hartley and Weil; (2) Doering and Brophy; (3) Hartley and Brophy; (4) Doering and Weil; and (5) Doering and Hartley. (Doc. 34, at 7; Doc. 34-1, at 120). The Center responded by providing “additional text messages and emails between Mr. Doering and Ms. Hartley with Dr. Weil and Plaintiff.” (Doc. 34, at 7).1 Brophy’s counsel gained contact with Weil, who had been unreachable, in September 2019. (Doc. 34, at 8). Weil was able to provide several emails indicating that Doering and

Hartley were aware of and had discussed the contents of the Leave Emails. (Doc. 34, at 8). For example, while Doering and Hartley had denied ever seeing the April 3, 2017 email in which Brophy requested leave and raised the issues alleged in his complaint, an email provided by Weil reflects that Weil had forwarded that email to Doering and Hartley. (Doc. 34, at 8; Doc. 34-1, at 125). Weil also provided an email indicating that she had forwarded one of Brophy’s Leave Emails to Dr. Charlotte LaCroix of Veterinary Business Advisors, Inc., who counsel later learned was an attorney retained to review Brophy’s employment situation.

1 Although Brophy asserts that “additional texts” were received, it is unclear whether and to what extent text messages were previously provided. (Doc. 34, at 8; Doc. 34-1, at 124). Brophy’s counsel was unable to reach defense counsel to address these discovery deficiencies. (Doc. 34, at 8). In October 2019, Brophy’s counsel sent an email demand to the Center’s counsel seeking, for the period from April to June 2017 and relating to Brophy, text messages and

emails between Doering and Hartley, and Doering, Hartley, and Weil, among other things. (Doc. 34, at 9; Doc. 34-1, at 29).

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