Coker v. Amoco Oil Co.

709 F.2d 1433, 32 Fair Empl. Prac. Cas. (BNA) 702, 37 Fed. R. Serv. 2d 77, 1983 U.S. App. LEXIS 25750, 32 Empl. Prac. Dec. (CCH) 33,814
CourtCourt of Appeals for the Eleventh Circuit
DecidedJuly 18, 1983
DocketNos. 81-7656, 81-8042
StatusPublished
Cited by216 cases

This text of 709 F.2d 1433 (Coker v. Amoco Oil Co.) is published on Counsel Stack Legal Research, covering Court of Appeals for the Eleventh Circuit primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Coker v. Amoco Oil Co., 709 F.2d 1433, 32 Fair Empl. Prac. Cas. (BNA) 702, 37 Fed. R. Serv. 2d 77, 1983 U.S. App. LEXIS 25750, 32 Empl. Prac. Dec. (CCH) 33,814 (11th Cir. 1983).

Opinions

JAMES C. HILL, Circuit Judge:

These consolidated cases arose from the termination of the employment relationship between Lewis Coker and Amoco Oil Company. In No. 81-7656, Coker brought an action in federal court on April 5, 1979 alleging that his July 22, 1978 termination violated the Age Discrimination in Employment Act (ADEA), 29 U.S.C. §§ 621-634 (1976). A jury awarded Coker $6,993 in damages and Amoco appeals. In No. 81— 8042, Coker filed a complaint in state court on June- 22, 1979 against Amoco and unnamed in-state defendants alleging that his discharge resulted from fraud and breach of contract. Amoco, after unsuccessfully seeking dismissal of the unnamed defendants in state court, removed the action to federal court on September 15,1980. Coker appeals the federal court’s denial of his motion to remand the action to state court and dismissal on res judicata grounds. We affirm the district court’s judgment in No. 81-7656 and vacate and remand the district court’s denial of the motion to remand in No. 81-8042.

Lewis Coker began working for Major Gas Company, a corporate predecessor of Amoco, in 1964 as a route salesman. His [1437]*1437duties included selling and distributing liquified petroleum (LP) gas and other merchandise (“Class A” merchandise) to private and industrial customers in areas designated by the company for each salesman. As part of their compensation, Amoco employees participated in a comprehensive benefit plan including a pension plan and life and health insurance coverage. An employee qualified for benefits under the retirement program when he accumulated seventy-five points.

At the trial of the ADEA case, Coker adduced evidence that at the time of his termination, he was fifty-seven years old and had accumulated seventy-one of the required seventy-five points. In order to earn the four additional points, Coker would have needed to work an additional twenty-one months. In 1973, Joe Bearden, Amoco’s territorial manager and Coker’s supervisor, and Vernon Hargrove, Amoco’s Area Sales Manager, began evaluating salesmen on the basis of annual review forms. The forms used until 1975 did not ask any questions concerning the employee’s age. Coker received an overall excellent rating in 1974 and an “above average” rating in 1975. The form which Bearden and Hargrove began using in 1976 included questions regarding the employee’s years in service and age.

Amoco argues that in 1978, it decided to reduce costs by discharging a salesman. Amoco asserts that it based its decision to terminate Coker on the amount of LP gas and Class A merchandise sales which he had made during 1977 and the first five months of 1978 compared to those of other salesmen. Coker’s LP gas sales were the lowest for this period and his sales of Class A merchandise were lowest in 1978 and next to lowest in 1977. Amoco also discharged Jimmy Culbert, a thirty-five year old route salesman, on the same day.

Coker argued to the jury that he was discharged on the basis of age discrimination. He noted that in 1975, Jaffee-Wohl, Coker’s largest LP gas customer, switched to natural gas. Despite this loss, Amoco neither reduced Coker’s sales goal nor gave Coker any new customer to offset this loss, though Amoco allegedly reduced other sales quotas when younger employees lost customers in similar circumstances. Coker also noted that Amoco did not rehire him for similar positions that became available shortly after his termination.

At the conclusion of the plaintiff’s case, Amoco unsuccessfully moved for a directed verdict. The defendant did not, however, renew this motion after presenting its case. Coker did not present any rebuttal evidence. Despite not having filed a motion for directed verdict after presenting its evidence, Amoco argues that the evidence was insufficient to support the jury’s verdict. It is well-established, however, that an appellate court cannot examine the sufficiency of the evidence supporting the jury’s verdict unless the objecting party filed a timely motion for directed verdict with the trial court. Quinn v. Southwest Wood Products, Inc., 597 F.2d 1018, 1024 (5th Cir.1979); Special Promotions, Inc. v. Southwest Photos, Ltd., 559 F.2d 430, 432 (5th Cir.1977); Little v. Bankers Life and Casualty Co., 426 F.2d 509, 510-11 (5th Cir.1970). We may inquire into whether any evidence supported submission of the issue but we may not question the sufficiency of whatever evidence we do find. We must limit our examination to whether the trial court committed plain error which, if not noticed, would result in a manifest miscarriage of justice. Special Promotions, Inc., 559 F.2d at 432; Little, 426 F.2d at 511.

Amoco asserts that we should not apply this standard since it presented only one witness whose testimony comprises only nine pages of the transcript after making its directed verdict motion. See Martinez Moll v. Levitt & Sons of Puerto Rico, Inc., 583 F.2d 565, 569 (1st Cir.1978); Bayamon Thom McAn, Inc. v. Miranda, 409 F.2d 968, 971 (1st Cir.1969) (requirement of directed verdict motion at end of all the evidence could be deemed nonessential upon a showing of a court’s continuing disinclination to grant such a motion). We decline to adopt this position. Federal Rule of Civil Proce[1438]*1438dure 50(b) clearly requires a movant to file a directed verdict motion at the end of all the evidence in order to challenge the sufficiency of the evidence on appeal. The length of a movant’s evidentiary presentation or demonstration, after the fact, that compliance would probably have been futile does not satisfy the rule’s requirement.1 See Martinez Moll, 583 F.2d at 569.

In order to establish a prima facie case of age discrimination in a reduction-in-force situation, plaintiff must: (1) show that he belongs to the statutorily protected age group (40-70); (2) show that he was discharged or demoted; (3) demonstrate that he was qualified to assume another position at the time of his discharge or demotion; and (4) produce evidence, circumstantial or direct, from which a fact finder might reasonably conclude that the employer intended to discriminate in reaching the decision at issue. Hedrick v. Hercules, Inc., 658 F.2d 1088, 1094 (5th Cir. Unit B 1981); Williams v. General Motors Corp., 656 F.2d 120, 129 (5th Cir. Unit B 1981). To satisfy this final requirement, plaintiff must present evidence from which a fact finder might reasonably conclude either that the defendant consciously refused to consider retaining or relocating a plaintiff because of his age or that defendant regarded age as a negative factor in such consideration. Hedrick v. Hercules, Inc., 658 F.2d at 1094; Williams v. General Motors Corp., 656 F.2d at 129-30. In the case at bar, Coker presented evidence satisfying each of the elements of a prima facie case. We therefore affirm the judgment in No. 81-7656.

No. 81-8042 presents problems concerning both removability and the res judicata effect of No. 81-7656.

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709 F.2d 1433, 32 Fair Empl. Prac. Cas. (BNA) 702, 37 Fed. R. Serv. 2d 77, 1983 U.S. App. LEXIS 25750, 32 Empl. Prac. Dec. (CCH) 33,814, Counsel Stack Legal Research, https://law.counselstack.com/opinion/coker-v-amoco-oil-co-ca11-1983.