Fry v. City of Hernando, Mississippi

District Court, N.D. Mississippi·Decided January 12, 2024·No. 3:22-cv-00027·Unknown

Opinion

UNITED STATES DISTRICT COURT NORTHERN DISTRICT OF MISSISSIPPI OXFORD DIVISION

WILLIE FRY PLAINTIFF

VS. CIVIL ACTION NO. 3:22-cv-00027-MPM-RP

CITY OF HERNANDO, MISSISSIPPI DEFENDANT

ORDER This cause comes before the court on defendant City of Hernando’s second motion for summary judgment, pursuant to Fed. R. Civ. P. 56. Plaintiff Willie Fry has responded in opposition to the motion, and the court, having considered the memoranda and submissions of the parties, is prepared to rule. This race discrimination case presents what appears, unfortunately, to be a growing trend, namely that this court “throws a plaintiff a lifeline” by giving him an additional opportunity to properly prosecute his case, and yet he fails to use it. See, e.g. Love v. Lee Indus., Inc., 2023 WL 9051297, at *3 (N.D. Miss. Dec. 29, 2023)(dismissing case for repeated failures to properly prosecute it). In considering defendant’s first summary judgment motion in this case, this court noted, in a September 5, 2023 order, that Magistrate Judge Percy found that plaintiff had inexplicably failed to participate in discovery. See Fry v. City of Hernando, Mississippi, 2023 WL 5729222, at *2 (N.D. Miss. Sept. 5, 2023). This failure left plaintiff unable to substantively respond to defendant’s summary judgment motion, except by using his own self-serving affidavit which, this court found, was flatly contradicted, in important respects, by known facts in the record. Plaintiff asserted in his affidavit, for example, that another black employee, Edwin Stewart, had complained to him about being passed over for a promotion, and he used this assertion to buttress his contention that defendant was biased against African-American firefighters when it came to making promotions. Fry, 2023 WL 5729222, at *2-3. In response, however, the City noted that the official records of its Board of Aldermen meetings conclusively

established that Stewart had actually received the promotion in question, a fact which plaintiff did not deny in his deposition. Id. at 3. Based on this and other contradictions between the known record and plaintiff’s affidavit, this court concluded that this case was a proper one for the application of the so-called “sham affidavit” doctrine. Id. at 4. This court noted that under this doctrine, “the court will ‘not allow a party to defeat a motion for summary judgment by using an affidavit that impeaches, without explanation, sworn testimony.” Id., citing Bell v. FEUER Powertrain North Am., Inc., 2022 WL 14812685, *2 (N.D. Miss. Oct. 25, 2022). Plaintiff’s sham affidavit gave rise to concerns in this court’s mind that he had not merely been delinquent in prosecuting his claims, but that he had been affirmatively untruthful in

attempting to buttress them. This court notes that, in his complaint, plaintiff asserted that he had been unlawfully passed over for a promotion to the position of Driver on three separate occasions: in 2018, 2020, and 2021. This court wrote in its September order that, based on plaintiff’s acts of omission and commission in prosecuting and briefing this case, it was initially inclined to grant defendant’s summary judgment motion as to all these claims. Id. at 4. This court explained, however, that with regard to the latter two promotion decisions, it was concerned about markings on certain white employees’ test results, which at least raised the possibility that they had been altered to favor them. Id. In light of these concerns, this court decided to grant plaintiff one final opportunity to conduct discovery and develop actual proof in support of his testing allegations, even though this is clearly something he could and should have done during the regular discovery period in this case. Id. In nevertheless deciding to throw plaintiff a lifeline in this regard, this court wrote that: In light of the foregoing, this court concludes that it should withhold judgment at this juncture on whether plaintiff's claims arising out of his 2020 and 2021 non-promotions should be dismissed, until both sides are allowed to conduct a brief period of additional discovery, which will be limited to the testing issue referenced above. This will give both sides an opportunity to provide an explanation for the corrections on certain white candidates’ tests, and, they may cite any helpful evidence which they discover on this issue in briefing any renewed summary judgment motion filed by the City. Id. at *5. This court thus advised plaintiff that he should use this second chance to conduct discovery and then cite the results of that discovery in renewed summary judgment briefing. Id. Unfortunately, this is an opportunity which plaintiff chose not to take. In its renewed summary judgment brief, defendant asserts that plaintiff “again failed to do any discovery” during the supplemental discovery period, [brief at 1] an assertion which he does not deny in his response. Moreover, like the sequel to a bad movie, plaintiff’s renewed summary judgment briefing includes the same defects which were present in his first, such as his repeated habit of simply “saying things” of a factual nature without providing any record citations to back them up. For example, plaintiff asserts in his brief that: However, a total of four white (non-protected class) males were promoted to the Driver position. These individuals had significantly less experience and fewer qualifications/credentials than Plaintiff. Defendant City alleges that these white employees were promoted because they passed the tests and had the certifications for the promotion. This allegation is erroneous. The white employees test answers and scores were wrongfully and fraudulently changed so that is appeared that the white employees passed. Ultimately, these employees did not pass. Additionally, one white employee did not have the certification required to be promoted to the Driver position. The certification was obtained after he was recommended for promotion. As illustrated above, racial discrimination is clear.

[Brief at 6]. There are no record citations offered in support of any of these assertions. This court is well aware that plaintiff alleges that the tests of white employees were wrongfully altered, but the entire point of the supplemental discovery period was to give him a chance to develop actual proof in support of his theory that the test alterations are evidence of racial discrimination. This court anticipated, for example, that plaintiff would depose the county employees responsible for conducting and grading the tests in question, so that they could be

given an opportunity to explain the markings. Deposing the white employees whose tests were allegedly altered also struck this court as a logical step. In reality, plaintiff did none of these things, which, in light of his prior conduct in this case, fully justifies a dismissal of this action for failure to prosecute and for failure to adequately respond to the summary judgment motion. Indeed, the law is clear that, “[w]here the opposing party bears the burden of proof at trial, the moving party need not submit evidentiary documents to properly support its motion but need only point out the absence of evidence supporting the essential elements of the opposing party’s case.” Ledet v. Fleetwood Enterprises, Inc., 245 F.3d 791 (5th Cir. 2000). In its September order, this court granted both sides an opportunity to submit new

evidence which would improve its understanding of the testing issue, and it notes that, unlike plaintiff, defendant utilized its opportunity to do so.

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Fry v. City of Hernando, Mississippi, (N.D. Miss. 2024).

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