Freeman v. Volvo Group North America, LLC

CourtDistrict Court, D. Maryland
DecidedSeptember 24, 2025
Docket1:24-cv-01067
StatusUnknown

This text of Freeman v. Volvo Group North America, LLC (Freeman v. Volvo Group North America, LLC) is published on Counsel Stack Legal Research, covering District Court, D. Maryland primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Freeman v. Volvo Group North America, LLC, (D. Md. 2025).

Opinion

IN THE UNITED STATES DISTRICT COURT FOR THE DISTRICT OF MARYLAND

COREAN FREEMAN,

Plaintiff,

Case No. 24-cv-1067-ABA v.

VOLVO GROUP NORTH AMERICA, LLC, Defendant

MEMORANDUM OPINION AND ORDER Plaintiff Corean Freeman has sued Volvo Group North America, LLC (“Volvo”) for discrimination based on sex and race. But the underlying merits of those claims are not currently before the Court. Instead, Volvo has moved for summary judgment arguing that Ms. Freeman lacks standing to bring her claims against it and that judicial estoppel should bar the claims because Ms. Freeman, who filed for Chapter 7 bankruptcy in 2020, failed to list them as an asset in her bankruptcy case. For the reasons that follow, the Court will deny the motion for summary judgment and will stay the case pending a determination by the bankruptcy trustee whether to prosecute these claims. Factual and Procedural Background On May 21, 2018, Volvo hired Ms. Freeman, an African American woman, as a transitional worker at Volvo’s powertrain facility, which manufactures vehicle engines and transmissions. ECF No. 7 ¶¶ 13–14. Ms. Freeman alleges that she was then rejected for a permanent position for which she had applied, and contends the reason for her rejection was her race and/or her sex. Id. ¶¶ 22–32. Ms. Freeman filed a charge of discrimination with the Equal Employment Opportunity Commission (“EEOC”) on February 18, 2020. ECF No. 28-3. Volvo terminated her employment in March 2020. ECF No. 7 ¶ 36. On August 22, 2020, about five months after her termination, Ms. Freeman filed a Chapter 7 bankruptcy case in the Northern District of West Virginia. ECF No. 28-4. In

Schedule A/B of her bankruptcy petition, Ms. Freeman was required to disclose all property, including “[c]laims against third parties, whether or not [she] filed a lawsuit or made a demand for payment.” Id. at 14. Ms. Freeman asserted that she did not have any such claims. Id. Likewise, in the Statement of Financial Affairs filed with her petition, she answered “no” to the question, “[w]ithin 1 year before you filed for bankruptcy, were you a party in any lawsuit, court action, or administrative proceeding?” Id. at 40. Ms. Freeman also did not disclose her EEOC claims against Volvo during a meeting with the trustee and creditors pursuant to 11 U.S.C. § 341. ECF No. 28-6. Based on that meeting, the trustee concluded that “there is no property available for distribution from the estate over and above that exempted by law,” and Ms. Freeman received a bankruptcy discharge. ECF No. 28-7.

Ms. Freeman received her right to sue letter from the EEOC in January 2024. ECF No. 7 ¶ 7. She filed this case on April 11, 2024. ECF No. 1. Volvo filed the instant motion for summary judgment, arguing that (1) Ms. Freeman lacks standing to bring the suit because the claims belong to the bankruptcy estate, and (2) because Ms. Freeman failed to list her claims against Volvo as an asset in her bankruptcy, her claims should be barred by judicial estoppel. ECF No. 28. This Court has stayed discovery while the motion is pending. ECF No. 30. Ms. Freeman filed a response to the motion for summary judgment and a motion to abate in which she acknowledged that “the claims against Defendants correctly belong to the bankruptcy estate” and “the bankruptcy trustee is the only party with standing to prosecute this action.” ECF No. 33 at 2. In her response and motion, Ms. Freeman alleged that her EEOC claim was filed without the help of an attorney and that “[t]he lack of . . . disclosure of the pending EEOC claim during the bankruptcy proceedings was due solely to Plaintiff’s lack of understanding of

the claims process within the EEOC.” Id. at 3. Ms. Freeman stated that she would move to reopen the bankruptcy case so that the trustee could be substituted as the real party in interest. Id. She therefore asked the Court to stay the case in the meantime rather than grant Volvo summary judgment. Id. at 4. Volvo then filed a reply. ECF No. 34. Thereafter, Ms. Freeman moved in the bankruptcy court to reopen her bankruptcy case. ECF No. 36. She contended that she originally failed to disclose her EEOC complaint because “she did not consider it to be a lawsuit or a potential lawsuit for the recovery of money.” ECF No. 36 at 1. She asserted this was an “innocent non- disclosure” because at the time she filed her EEOC claim she was still employed by Volvo, and at that time, she “had no intent or expectation of a monetary recovery via the EEOC filing,” and “[j]ust wanted the EEOC to order Volvo to cease the asserted

discriminating activity.” Id. She continued that because her current lawsuit against Volvo “is based on a prepetition event, the reopening of Debtor’s bankruptcy and proper disclosure of the matter as a potential asset is now necessary for the discrimination lawsuit to proceed for the benefit of Debtor and her creditors.” Id. The United States Trustee also filed a motion to reopen the case, explaining that it had “received information regarding a pre-petition employment discrimination lawsuit that was filed post-petition that requires this bankruptcy case to be reopened so that a chapter 7 trustee can administer this asset.” 20-bk-00653 (N.D. W.Va.), ECF No. 17. The bankruptcy court granted the Trustee’s motion after concluding that the Trustee had shown good cause to reopen the case and denied Ms. Freeman’s motion as moot. ECF No. 37; 20-bk-00653 (N.D. W. Va.), ECF No. 26. Ms. Freeman moved to amend her petition schedules to add the claims against Volvo, which was granted by the bankruptcy court judge. 20-bk-00653 (N.D. W.Va.), ECF Nos. 29 & 35.

Discussion As stated, Volvo has moved for summary judgment on the grounds that Ms. Freeman lacks standing to assert her employment discrimination claims because those claims are part of her bankruptcy estate, and that, in any event, she should be judicially estopped from asserting her claims because she originally stated in her bankruptcy petition that she had no such claims. Ms. Freeman has acknowledged that Volvo is correct on the first issue and has reopened her bankruptcy case so that the Trustee can decide whether to pursue the claims. She disputes that judicial estoppel should bar her claims, however. Judicial estoppel is an equitable doctrine. King v. Herbert J. Thomas Mem’l Hosp., 159 F.3d 192, 196 (4th Cir. 1998). “Typically, judicial estoppel is reserved for

cases where the party to be estopped” (1) “has taken a later position that is ‘clearly inconsistent’ with her earlier one,” (2) “has persuaded a court to adopt the earlier position,” and (3) has “‘intentionally misled the court to gain unfair advantage,’ and not when ‘a party’s prior position was based on inadvertence or mistake.’” Martineau v. Wier, 934 F.3d 385, 393 (4th Cir. 2019) (quoting first New Hampshire v. Maine, 532 U.S. 742, 750 (2001) and then John S. Clark Co. v. Faggert & Frieden, P.C., 65 F.3d 26, 29 (4th Cir. 1995)). Volvo argues that Ms. Freeman took a clearly inconsistent position by first claiming in her bankruptcy petition that she had no claims against Volvo and then by bringing this lawsuit. It further argues that the bankruptcy court relied on her original statement that she had no such claims when it adjudicated the bankruptcy and granted her a discharge. Finally, Volvo argues that Ms. Freeman’s change in positions was

intentional and designed to defraud because, among other things, (1) this was not Ms.

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Bluebook (online)
Freeman v. Volvo Group North America, LLC, Counsel Stack Legal Research, https://law.counselstack.com/opinion/freeman-v-volvo-group-north-america-llc-mdd-2025.