Cody v. Charter Spectrum, Inc.

CourtDistrict Court, S.D. New York
DecidedJuly 6, 2020
Docket7:17-cv-07118
StatusUnknown

This text of Cody v. Charter Spectrum, Inc. (Cody v. Charter Spectrum, Inc.) 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
Cody v. Charter Spectrum, Inc., (S.D.N.Y. 2020).

Opinion

UNITED STATES DISTRICT COURT SOUTHERN DISTRICT OF NEW YORK

JAMIYLA CODY,

Plaintiff,

v. No. 17-CV-7118 (KMK) CHARTER COMMUNICATIONS, LLC, OPINION & ORDER Defendant.

MARIANNE T. O’TOOLE,

Trustee.

Appearances:

Michael Bruce Ranis, Esq. Michael Ranis, Attorney at Law Goshen, NY Counsel for Plaintiff

Joseph Scott Carr, Esq. Nathan D. Chapman, Esq. Michael David Kabat, Esq. Shawna Marie Miller, Esq. Kabat Chapman & Ozmer LLP Atlanta, GA Counsels for Defendant

Holly Ruth Holecek, Esq. Lamonica Herbst & Manisclco, LLP Wantagh, NY Counsel for Trustee

KENNETH M. KARAS, United States District Judge: Jamiyla Cody (“Plaintiff”) brings this Action asserting claims against Charter Communications, LLC (“Defendant”), under Title VII of the Civil Rights Act of 1964, Title I of the Civil Rights Act of 1991, and New York State Human Rights Law (“NYSHRL”), N.Y. Exec. Law § 296 et seq., alleging that Defendant discriminated against Plaintiff on the basis of race when it constructively discharged her, created a hostile work environment pervaded with derogatory and racist comments, and failed to take disciplinary measures against Plaintiff’s co- workers for engaging in race-based harassment. (See Am. Compl. (Dkt. No. 5).)

Three Motions, largely unrelated to the underlying allegations in the Amended Complaint, are currently before the Court. First, Defendant has moved for Judgment on the Pleadings, pursuant to Federal Rules of Civil Procedure 12(b)(1) and (c) and on the basis of judicial estoppel. (See Not. of Mot. for Judgment on the Pleadings (Dkt. No. 60.) Second, the trustee for Plaintiff’s Chapter 7 Bankruptcy proceedings, Marianne O’Toole (“Trustee”), has moved to substitute herself in this Action as the plaintiff, pursuant to Federal Rules 17(a) and 25(c). (See Not. of Mot. To Substitute (Dkt. No. 83).) Third, Defendant has submitted a Motion for Sanctions against Plaintiff and her counsel, seeking both dismissal of this Action and payment of Defendant’s costs and fees, pursuant to 28 U.S.C. § 1927. (See Not. of Mot. for

Sanctions (Dkt. No. 87).) For the reasons stated herein, the Motion for Judgment on the Pleadings is partially granted and partially denied, the Motion To Substitute Trustee in for Plaintiff is granted, and the Motion for Sanctions is denied to the extent that Defendant seeks dismissal of this Action or monetary compensation from Plaintiff’s counsel. I. Background A. Factual History The following facts are drawn from the Amended Complaint and other pertinent documents that the Court may consider in resolving these Motions.1 1. The Underlying Complaint

Plaintiff is an African-American woman who began working for Defendant in December 2014 as a customer service representative. (Am. Compl. ¶ 14.) Plaintiff allegedly began experiencing a hostile work environment on the basis of her race in May 2016, when she switched to a new team that was supervised by Kim Albrecht (“Albrecht”). (See id. ¶ 15.) Plaintiff allegedly heard co-workers make multiple demeaning comments that she interpreted as racially motivated. For example, a co-worker, Allan Seebach (“Seebach”), once told Plaintiff that her four-year-old nephew, who complained whenever Plaintiff left home to work, was learning how to stay at home and “live off the [welfare] system.” (Id. ¶ 15 (alteration in original).) Another co-worker, Bryan O’Neil (“O’Neil”), repeatedly commented about how

another black co-worker, Thomas J. Farmer (“Farmer”), did not have a present father, and, on Farmer’s birthday, offered to get him what Farmer’s dad had given him—“nothing.” (Id. ¶ 16.) Beginning in early September 2016, Plaintiff’s co-workers began telling her that they could not pronounce neither her name, nor what Plaintiff considered an acceptable nickname, i.e., “Jam Jam.” (Id. ¶ 18.) Instead, her co-workers repeatedly called her “Jar Jar” and sent her images of the Star Wars character Jar Jar Binks, despite her requests for them to stop. (Id. ¶¶ 18–19.) Plaintiff also observed comments that were “hostile” to black people in an online

1 Because multiple reviewing standards are relevant to the resolution of all the issues presented, where necessary, the Court will explain which documents may be considered and why. chat room in which many co-workers participated, including the use of racial slurs, lynching references, and generally violent language in response to Farmer’s decision to apply for a promotion. (Id. ¶¶ 20–27.) In October 2016, while driving home from work late at night, Plaintiff observed Seebach, also in his car, pulling up next to her at a traffic light. (Id. ¶ 28.) Plaintiff told Seebach to get

home safe, and Seebach responded that he was “driving while white,” so he would not have any problem getting home safe, but that Plaintiff, who was “driving while black,” was the one who “should be careful.” (Id.) Seebach also told Plaintiff that she could not tell Human Resources about this incident because it occurred outside of work. (Id.) Plaintiff alleges that she had submitted complaints to Albrecht about this and other incidents, but Albrecht replied only that she had not known about the comments (which Plaintiff posits is impossible), that she was sometimes “slow” in reacting to these kinds of incidents, and that she would have corrected the situation had she understood what was happening. (Id. ¶ 30.) In November 2016, Plaintiff spoke to Employee Relations about some of the racial

comments she had overheard, and the manager, Stephen Akerele (“Akerele”), said that he would investigate her allegations. (Id. ¶ 32.) However, Akerele refused to tell Plaintiff what specific actions, if any, were taken in response to her allegations. (Id. ¶¶ 33–35.) On December 9, 2016, Plaintiff informed Defendant that she would be resigning her employment with Defendant, effective December 23. (Id. ¶ 37.) Following that notice, another manager, Mary Digilio (“Digilio”), apologized that Plaintiff had to go through a difficult experience and told Plaintiff that her allegations were being investigated, but once again said that the manner of resolution was “confidential.” (Id.) Digilio told Plaintiff that they would be changing her team assignment in response to her complaints. (Id.) Plaintiff claims that this was constructive discharge. (Id. ¶ 38.) Plaintiff emailed Digilio about a week later and confirmed that she would indeed be ending her employment with Defendant because she was “uncomfortable with the events that have occurred.” (Id.) 2. Plaintiff’s Subsequent Bankruptcy Proceeding On August 27, 2019, Defendant wrote a letter asking for leave to file a motion seeking

dismissal of the Action based on Plaintiff’s actions in a separate Bankruptcy proceeding (the “Bankruptcy Action”). (Letter from Nathan D. Chapman, Esq. (“Aug. 2019 Chapman Ltr.”) (Dkt. No. 53).) In that letter, counsel for Defendant informed the Court that Plaintiff filed her Bankruptcy Action in May 2019. (Id. at 1.) In her initial petition for relief (the “Bankruptcy Petition”), Plaintiff swore under penalty of perjury that she had no lawsuits against third parties, no claims against third parties, and that no third parties owed her any money. (Id.; see also Aff. of Nathan D. Chapman, Esq. in Supp. of Mot. for Judgment on the Pleadings (“Chapman Aff. in Supp. of Mot. for Judgment on the Pleadings”) Ex. 4 (“Pl.’s Bankr. Pet.”) 13–14 (Dkt. No. 62- 4).)2 Defendant argued that these statements were false, given that the instant Action was

pending at the time that Plaintiff filed her Bankruptcy Petition. (See Aug. 2019 Chapman Ltr.

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