Calonge v. United States

CourtDistrict Court, S.D. New York
DecidedJuly 29, 2025
Docket1:24-cv-08988
StatusUnknown

This text of Calonge v. United States (Calonge v. United States) is published on Counsel Stack Legal Research, covering District Court, S.D. New York primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Calonge v. United States, (S.D.N.Y. 2025).

Opinion

.UNITED STATES DISTRICT COURT DOCUMENT ELECTRONICALLY FILED SOUTHERN DISTRICT OF NEW YORK DOC #: _________________ ----------------------------------------------------------------- X DATE FILED: 7/29/2025 : MEDGHYNE CALONGE, : : Petitioner, : 1:24-cv-8988-GHW : 1:20-cr-523-GHW -against- : : UNITED STATES OF AMERICA, : MEMORANDUM : OPINION & ORDER Respondent. : : ----------------------------------------------------------------- X GREGORY H. WOODS, United States District Judge: I. INTRODUCTION Medghyne Calonge was fired. Her employer believed that Ms. Calonge was not performing her job well and that she had lied to her boss. Ms. Calonge did not go quietly. Instead, she worked to destroy one of her employer’s computer systems—deleting large volumes of data and replacing an email template with a clear message: “ffffffffff uuuuuuuuu.” Ms. Calonge’s conduct was not merely malicious. It was criminal. A jury found Ms. Calonge guilty after being presented with overwhelming evidence of her guilt, including electronic logs showing her manipulation of the computer system. Ms. Calonge’s appeal was denied by the Second Circuit Court of Appeals. Just one day before the deadline to file a petition for habeas corpus, Ms. Calonge sent a petition to the Court by overnight mail. In it, Ms. Calonge argues in conclusory fashion that her counsel was ineffective, and attempts to relitigate the issue that she raised in her appeal—whether venue was appropriate in this Court, given that Ms. Calonge was physically located in Florida when she committed her crime. Because Ms. Calonge’s petition lacks any factual support, and because her attempt to relitigate the issue raised on appeal is barred, Ms. Calonge’s petition is DENIED. II. BACKGROUND A. The Indictment1

In October of 2020, the Government charged Ms. Calonge in a two-count indictment. Dkt. No. 2 (the “Indictment”). The Indictment alleged that Ms. Calonge intentionally damaged computers in violation of 18 U.S.C. §§ 1030(a)(5)(A), 1030(c)(4)(B)(i), and 2, and that she had recklessly damaged computers in violation of 18 U.S.C. §§ 1030(a)(5)(B), 1030(c)(4)(A)(i)(I), and 2. The facts alleged in the Indictment in support of the charges were straightforward. Ms. Calonge was alleged to have been terminated from her employment on July 28, 2019. “Following her termination and continuing until on or about June 29, 2019, CALONGE misused administrative access provided to her as an employee of the Company to log in to the Applicant Tracking System and damage the integrity of the Company’s computer systems by deleting the Company’s records, including job postings created by the Company to advertise employment opportunities at the Company and thousands of applications for employment at the Company submitted to the Company via the Applicant Tracking System.” Indictment ¶ 3. B. Arrest and Appointment of Counsel

Ms. Calonge was arrested on October 9, 2020. Dkt. No. 6. She was presented before Magistrate Judge James L. Cott on October 19, 2020. Id. Martin Cohen of the Federal Defenders of New York was appointed to represent her in the case. Id. Marisa Cabrera, also of the Federal Defenders office, represented Ms. Calonge as well. Ms. Cabrera first appeared before the Court in a conference on August 4, 2021. Dkt. No. 18. And she entered a notice of appearance on August 6, 2021.

1 All citations to the docket refer to the criminal case unless otherwise noted. C. The Trial

Trial began on August 9, 2021. Dkt. No. 63. During the trial, the Government established that Ms. Calonge severely damaged the applicant tracking system (the “Applicant Tracking System”) used by her former employer (the “Victim”). The Victim was a New York City-based accounting firm. The Victim had two offices: a headquarters office in Manhattan, and a call center in St. Petersburg, Florida. The Victim was a fast-growing company with a high degree of employee turnover. So, the Victim contracted an outside company to support its human resources needs. That contractor developed and hosted the Victim’s Applicant Tracking System. The Victim used the Applicant Tracking System to manage its recruiting and hiring process. The Applicant Tracking System was an online system. Employees of the Victim were given access to the system with varying degrees of administrative control over the system. Among the Victim’s employees who had access to the system was Amy Gaspari, the Victim’s Director of People Operations, who worked from the company’s headquarters in New York City. Ms. Gaspari hired Ms. Calonge to work as a human resources manager at the Victim’s office in St. Petersburg, Florida in January 2019. Ms. Calonge was given access to the Applicant Tracking System. Ms. Gaspari testified at trial that she was optimistic that Ms. Calonge would succeed in the role. But, she testified, Ms. Calonge was unable to handle her responsibilities and did not integrate well into the office’s culture. Just a couple of months after Ms. Calonge started at the job, Ms.

Gaspari put together a performance improvement plan for Ms. Calonge that addressed some of the issues that she had identified with Ms. Calonge’s performance. Ms. Calonge was upset that she had been presented with a performance improvement plan and refused to sign it. In mid-June 2019, Ms. Calonge had an argument with one of her colleagues. In reaction, Ms. Calonge used her access to the Applicant Tracking System to downgrade the colleague’s access to the Applicant Tracking System. Ms. Gaspari asked Ms. Calonge if she was responsible for the downgrade; Ms. Calonge denied that she was. But the system’s records, which Ms. Gaspari later received, showed that Ms. Calonge was responsible for the downgrade. Ms. Gaspari concluded that Ms. Calonge had lied to her. Consequently, on Friday, June 28, 2019, Ms. Gaspari terminated Ms. Calonge. Ms. Gaspari called Ms. Calonge from the Victim’s New York City office. Ms. Calonge was in St. Petersburg,

Florida. Two sales managers were in the room with Ms. Calonge. One of them handed Ms. Calonge a termination letter. The sales managers saw Ms. Calonge repeatedly hit the “delete” key on her computer while she was being terminated. Even though Ms. Calonge had previously modified a colleague’s access to the system after a spat and was seen hitting the delete button on her computer during her termination, the Victim did not immediately revoke Ms. Calonge’s privileges to access the Applicant Tracking System. During the weekend after she was terminated, Ms. Calonge logged into the Applicant Tracking System and deleted more than 17,000 job applications from the database. She revoked the access privileges of many other employees of the Victim, including several employees in the Victim’s Manhattan office. Ms. Calonge modified entries in the system in a way that presumably reflected her outrage: she modified an email template for applicants to say “ffffffffff uuuuuuuuu;” she changed the name of the Victim company to “SOBTCS.” Ms. Gaspari discovered the damage to the Applicant Tracking System that Ms. Calonge had

wrought the following Monday. Ms. Gaspari received an email from a Manhattan-based member of the Victim’s human resources team, who told Ms. Gaspari that she could not access the system. Ms. Gaspari logged into the system herself and found that information in the system had been deleted.

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