Cary v. ALLEGHENY TECHNOLOGIES INC.

267 F. Supp. 2d 442, 2003 WL 21382279
CourtDistrict Court, W.D. Pennsylvania
DecidedJune 12, 2003
DocketCivil Action 00-282
StatusPublished

This text of 267 F. Supp. 2d 442 (Cary v. ALLEGHENY TECHNOLOGIES INC.) is published on Counsel Stack Legal Research, covering District Court, W.D. Pennsylvania primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Cary v. ALLEGHENY TECHNOLOGIES INC., 267 F. Supp. 2d 442, 2003 WL 21382279 (W.D. Pa. 2003).

Opinion

MEMORANDUM ORDER

CINDRICH, District Judge.

This case involves two claims of sex discrimination under Title VII. Plaintiff alleged that defendants (collectively “the Company”) discriminated by failing to promote her to a position as Vice President— Human Resources. Plaintiff also claimed that she was discharged because of her gender. On March 14, 2003, after two weeks of trial and in its second day of deliberations, the jury informed the court that it was deadlocked. The court delivered a supplemental instruction and later that day the jury returned a split verdict. The jury found for defendants on the “failure to promote” claim, but answered ‘Yes” to the special interrogatory asking whether the Company discharged plaintiff due to her sex. The jury awarded no compensatory damages but, by agreement of the parties, back pay, front pay and counsel fees were reserved for determination by the court. These issues are being briefed. Pending now is defendants’ renewed motion for judgment as a matter of law pursuant to Fed.R.Civ.P. 50 or, in the alternative, for a new trial pursuant to Fed. R.Civ.P. 59 (Doc. No. 60).

Defendants raise several arguments. In support of their renewed Rule 50 motion, they contend (1) that there was insufficient evidence that plaintiffs termination was involuntary, (2) that the jury’s decision on the “failure to promote” claim undermines plaintiffs prima facie case of discriminatory discharge, and (3) that even if the evidence supported an involuntary termination, it was due to plaintiffs severance demands rather than her gender. In the motion for a new trial under Rule 59, the Company challenges the admission of evidence relating to the selection of Jeffrey McAfoose for the Vice President — Human Resources position in August, 2000. The Company also contends that the court gave *444 an improper and unduly coercive supplemental instruction, a modified Allen charge, see Allen v. United States, 164 U.S. 492, 501-502, 17 S.Ct. 154, 41 L.Ed. 528 (1896), after the jury announced that it was deadlocked. Finally, the Company argues, generally, that the verdict was against the weight of the evidence.

We disagree with all of defendants’ arguments and will deny the motion. However, we will thoroughly address the issue of our supplemental jury instruction, on which we have less than clear guidance from the Court of Appeals.

Defendants’ Evidentiary Arguments

The court must view the evidence and all reasonable inferences that may be drawn in the light most favorable to plaintiff. For the reasons stated by the court during trial and those set forth in plaintiffs response brief, we conclude that there was sufficient evidence to establish that her discharge was both involuntary and discriminatory. The jury’s conclusion on the “failure to promote” claim did not negate the basis for its decision on the discharge claim. The admission of evidence relating to Jeffrey McAfoose does not justify a new trial for several reasons. First, such evidence was relevant to whether the Company’s asserted reason for failing to promote Cary, her lack of experience in labor relations, was pretextual. Second, the Company was given a full opportunity to address and rebut this testimony and, as plaintiff points out, the Company introduced evidence of John Scarfutti’s selection as Vice President— Human Resources a year after McAfoose was hired. Third, the McAfoose evidence related primarily to the “failure to promote” claim, on which the Company prevailed, and had little, if any, relationship to the discharge claim. Finally, the verdict was not against the great weight of the evidence so as to justify a new trial. To the contrary, there was evidence to support each side’s theory of the case and the jury could reasonably have chosen to believe plaintiffs version of the events.

Supplemental Instruction

Defendants’ challenge to the court’s supplemental jury instruction is more weighty and deserving of a detailed response. On the second day of deliberations, the jury-sent out a note indicating that it was deadlocked on one of the two claims. Earlier, the jury had sent out questions asking whether Lynn Davis was male or female and whether plaintiff was currently employed. The court then delivered the following instruction, over defendant’s objection:

The Court wishes to suggest a few thoughts to you which you may desire to consider in your deliberations. You should consider these thoughts along with the evidence received during the trial and all the instructions previously given to you.
This is an important case. The trial has been expensive in terms of time, effort, and money to both the defense and the plaintiff. If you should fail to agree on a verdict, the case is left open and undecided. Like all eases, it must be disposed of at some time. There appears no reason to believe that a second trial would not be costly to both sides. Nor does there appear any reason to believe that the case can be tried again, by either side, better or more exhaustively than it has been tried before you.
Any future jury would be selected in the same manner and from the same source as you were chosen. So, there appears no reason to believe that the case could ever be submitted to seven people more conscientious, more impartial, or more competent to decide it or *445 that more or clearer evidence could be produced on behalf of either side.
These concepts are, of course, clear to all of us who have participated in this trial. The only reason that I mention these facts now is because some of them may have escaped your attention while you have been fully occupied in reviewing the evidence in the case in the light of the instructions with your fellow jurors. These are all matters which, along with other and perhaps more obvious ones, remind us how desirable it is that you unanimously agree upon a verdict.
As stated in the instructions given at the time the case was first submitted to you for decision, you should not surrender your honest beliefs as to the weight or effect of evidence solely because of the opinion of other jurors or for the mere purpose of returning a unanimous verdict.
It is your duty as jurors, however, to consult with one another and to deliberate with a view to reaching an agreement if you can do so without violence to individual judgment. Each of you must decide the case for yourself, but you should do so only after consideration of the evidence in the case with your fellow jurors. In the course of your deliberations you should not hesitate to reexamine your own views and change your opinion if convinced it is erroneous.
In order to bring seven minds to a unanimous result you must examine the questions submitted to you with candor and frankness and with proper deference to and regard for the opinions of each other.

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Related

Allen v. United States
164 U.S. 492 (Supreme Court, 1896)
Kotteakos v. United States
328 U.S. 750 (Supreme Court, 1946)
Jenkins v. United States
380 U.S. 445 (Supreme Court, 1965)
Lowenfield v. Phelps
484 U.S. 231 (Supreme Court, 1988)
John Fabick Tractor Company v. Lizza & Sons, Inc.
298 F.2d 63 (Second Circuit, 1962)
United States v. Harold Silvern
484 F.2d 879 (Seventh Circuit, 1973)
United States v. Robert E. Brennan
326 F.3d 176 (Third Circuit, 2003)
Cherry v. City of Philadelphia
293 F.2d 926 (Third Circuit, 1961)
State v. O'Neil
801 A.2d 730 (Supreme Court of Connecticut, 2002)

Cite This Page — Counsel Stack

Bluebook (online)
267 F. Supp. 2d 442, 2003 WL 21382279, Counsel Stack Legal Research, https://law.counselstack.com/opinion/cary-v-allegheny-technologies-inc-pawd-2003.