Doe v. Allied Facility Care, LLC

CourtDistrict Court, M.D. Tennessee
DecidedOctober 29, 2021
Docket3:21-cv-00395
StatusUnknown

This text of Doe v. Allied Facility Care, LLC (Doe v. Allied Facility Care, LLC) is published on Counsel Stack Legal Research, covering District Court, M.D. Tennessee primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Doe v. Allied Facility Care, LLC, (M.D. Tenn. 2021).

Opinion

IN THE UNITED STATES DISTRICT COURT FOR THE MIDDLE DISTRICT OF TENNESSEE NASHVILLE DIVISION

JANE DOE and JANE ROE, on behalf of ) themselves and all similarly situated ) employees and a class of employees, ) ) Plaintiffs, ) ) v. ) Case No. 3:21-cv-00395 ) Judge Aleta A. Trauger FEDEX GROUND PACKAGE SYSTEM, ) INC. and ALLIED FACILITY CARE, ) LLC, ) ) Defendants. )

MEMORANDUM AND ORDER Before the court is the Motion to Proceed Pseudonymously, to Permit Filing Unredacted Consent Forms Under Seal, and for Entry of Protective Order (“Motion to Proceed Pseudonymously”) (Doc. No. 25), filed by the named plaintiffs in this case, identified so far only as Jane Doe and Jane Roe. For the reasons set forth herein, the motion will be granted as to Jane Doe but denied as to Jane Roe. I. FACTUAL AND PROCEDURAL BACKGROUND A. The Parties and Claims The plaintiffs are individuals who reside in Davidson County, Tennessee and who currently work, or formerly worked, for defendants Allied Facility Care, LLC (“Allied”) and FedEx Ground Package System, Inc. (“FedEx”). (Doc. No. 6 ¶¶ 12, 13, 75–76, 121.) FedEx contracts with Allied for the performance of cleaning services at FedEx facilities in Nashville (the “Nashville facility”) and Mount Juliet, Tennessee (the “Mount Juliet facility) (collectively, the “FedEx facilities”), and the plaintiffs worked for Allied on the premises of the FedEx facilities. (Id. ¶¶ 32, 38.) The plaintiffs filed their original Complaint, naming only Allied as a defendant, on May 17, 2021; they filed their Amended Complaint (Doc. No. 6), naming both Allied and FedEx as defendants, on June 1, 2021. In the Amended Complaint, the plaintiffs assert a collective-action claim, on behalf of themselves and other similarly situated employees, against the defendants

under the Fair Labor Standards Act (“FLSA”), 29 U.S.C. §§ 206, 207, for failure to pay overtime wages. (Doc. No. 6, at 18 (Count I).) They also bring a number of claims on behalf of themselves and a putative Rule 23 class comprised of “[f]oreign-born, Hispanic women who worked for Defendants at the FedEx . . . facilities since May 17, 2017” (id. at 16 ¶ 152), including claims for sexual harassment, retaliation, national origin discrimination, and race discrimination in violation of the Tennessee Human Rights Act (“THRA”) and 42 U.S.C. § 1981 (Doc. No. 6 (Counts II–V)). Finally, they assert a class-action negligence claim under Tennessee common law against FedEx only. (Id. (Count VI).) The plaintiffs filed notices of Consent to Sue under the FLSA with their original Complaint, from which their true names have been redacted. (Doc. Nos. 1-1, 1-2.) The plaintiffs’ claims under the THRA, § 1981, and Tennessee common law are premised

upon allegations that they and other Hispanic female employees of the defendants suffered “egregious and outrageous sexual assault and sexual harassment and retaliation, as well as national origin discrimination,” by their supervisor Samuel Perez. (Doc. No. 6 ¶ 1.) The plaintiffs allege that the defendants are liable for Perez’s intentional and criminal assaults, because Perez has been employed by Allied and has supervised the cleaning staff assigned to work at the FedEx facilities since 2016; Perez was first accused of assault and offensive or provocative contact in November 2016 and charged with assault and offensive or provocative contact in September 2017; and Allied and FedEx management-level employees, including Allied manager John Ballenger, knew of these charges and knew or should have known of Perez’s continuing assaults on Allied/FedEx employees. (Doc. No. 6 ¶¶ 42–47.) Perez’s employment and supervisory role over cleaning staff at FedEx facilities nonetheless continued after the 2016 criminal allegations. (Id. ¶ 49.) Perez was allowed to continue advertising, recruiting, interviewing, hiring, supervising, and disciplining individuals hired to perform cleaning services at the FedEx facilities. (Id. ¶ 50.)

Perez specifically advertised open positions in Spanish on social media, seeking Hispanic women to fill the positions. (Id. ¶ 51.) Applicants were instructed to appear for in-person interviews with him at the FedEx facilities, and Perez interviewed each of the named plaintiffs and similarly situated women, without supervision from Allied or FedEx representatives. (Id. ¶ 62.) Perez “utilizes the fears and the reticence to report of foreign-born, Hispanic women liked Named Plaintiffs to intimidate them into remaining silent about, and to groom them to accept, his sexual assaults and sexual harassment.” (Id. ¶ 52.) “In the recruiting process and the early stages of his supervising each of the Named Plaintiffs, and other similarly situated women, Perez began to groom them to accept his sexual advances.” (Id. ¶ 53.) He then harassed and intimidated the women he hired by, among other things, vetting them to see how badly they needed a job, repeatedly

asking them to go out with him, offering to reduce their workloads if they would go out with him, threatening to increase their workloads or fire them if they would not go out with him, threatening to write them up if they did not go out with him, actually writing them up as punishment for not going out with him, and holding disciplinary write-ups and the possibility of termination over their heads to coerce them to have sex with him. (Id. ¶ 54.) The plaintiffs allege generally that Perez “targets foreign-born, Hispanic women who are similarly situated to Named Plaintiffs because he believes they are more vulnerable and more easily exploitable than workers born in the United States and workers who are not Hispanic and that they will tolerate his egregious and outrageous sexual assault, harassment, and rape without reporting it to their employers or to authorities.” (Id. ¶ 131.) B. Perez’s Treatment of Doe and Roe The Amended Complaint alleges that, when Jane Doe was hired to work at the Mount Juliet facility in October 2019, Perez interviewed and hired her. During the interview, he asked

inappropriate questions and also told her that he did not want gossipers and would write her up if he saw her talking to others. (Doc. No. 6 ¶ 78.) Shortly after she was hired, Perez issued Doe two unwarranted write-ups and told her he would not turn them in if she “obeyed his instructions.” (Id. ¶ 87.) He also told her he was the supervisor in control and that Doe had to do as he said if she wanted to keep her job. (Id. ¶ 88.) He told her that, if she “accept[ed] his conditions,” including that she have sex with him “whenever [he] want[ed] it,” she would have permanent status. (Id. ¶ 89.) He told her he had control over whether she received the hourly rate promised during her interview, $12.50, or a lower rate of $10.00 per hour. (Id. ¶ 90.) He then sexually fondled her, and he later began repeatedly taking her to isolated areas of the Mount Juliet facility to fondle her. On at least four occasions, he took her to a nearby hotel during work hours, where he raped her and

forced her to perform sexual acts against her will. (Id. ¶¶ 92–96.) Perez terminated Doe’s employment the first time she refused to comply with his sexual demands. (Id. ¶ 97.) In order to get her paycheck, Doe asked Perez for the contact information for HR. Perez refused to give her the number but offered her her job back. She went back to work. In the Spring of 2020, Doe was transferred to the Nashville facility. Sometime after June 2020, Perez raped Doe in the drivers’ shower room at the Nashville facility. Perez also hired Jane Roe to work at the Mount Juliet facility in October 2019. (Id. ¶ 121.) Doe and Roe knew each other and rode to work together. (Id.

Free access — add to your briefcase to read the full text and ask questions with AI

Related

Doe v. Smith
105 F. Supp. 2d 40 (E.D. New York, 1999)
Doe v. Cabrera
307 F.R.D. 1 (District of Columbia, 2014)
Doe v. Porter
370 F.3d 558 (Sixth Circuit, 2004)
Citizens for a Strong Ohio v. Marsh
123 F. App'x 630 (Sixth Circuit, 2005)
Signature Management Team, LLC v. Doe
876 F.3d 831 (Sixth Circuit, 2017)
Does I thru XXIII v. Advanced Textile Corp.
214 F.3d 1058 (Ninth Circuit, 2000)
Signature Mgmt. Team, LLC v. Doe
323 F. Supp. 3d 954 (E.D. Michigan, 2018)
Doe v. Del Rio
241 F.R.D. 154 (S.D. New York, 2006)
Doe v. Stegall
653 F.2d 180 (Fifth Circuit, 1981)

Cite This Page — Counsel Stack

Bluebook (online)
Doe v. Allied Facility Care, LLC, Counsel Stack Legal Research, https://law.counselstack.com/opinion/doe-v-allied-facility-care-llc-tnmd-2021.