Gutierrez v. Johnson & Johnson

523 F.3d 187, 70 Fed. R. Serv. 3d 440, 2008 U.S. App. LEXIS 8667, 103 Fair Empl. Prac. Cas. (BNA) 1, 2008 WL 1792260
Court of Appeals for the Third Circuit·Decided April 22, 2008·No. 07-8025·Published·Cited by 36 cases

Opinion

OPINION OF THE COURT

VAN ANTWERPEN, Circuit Judge.

Petitioners are former employees of Johnson & Johnson. They allege that Johnson & Johnson discriminated against them on the basis of their race. Petitioners attempted to certify a class of plaintiffs that encompassed any African-American or Hispanic employee of Johnson & Johnson or any of its United States subsidiaries who was employed at any time during an approximately ten-year period. The putative class consisted of approximately 8,600 employees. On December 20, 2006, the District Court declined to certify the proposed class. On April 24, 2007, Petitioners petitioned this Court for permission to file an appeal of the District Court’s denial of certification. We will dismiss the petition because it was untimely.

I.

Petitioners are African-American and Hispanic former employees of Johnson & Johnson. They allege that Johnson & Johnson’s subjective compensation and promotion practices resulted in discrimination against them and other African-American-and Hispanic employees of Johnson & Johnson and its subsidiaries. They filed suit against Johnson & Johnson on behalf of themselves and other similarly-situated employees, alleging disparate impact and disparate treatment in violation of 42 U.S.C. § 1981, Title VII of the Civil Rights Act of 1964, and the laws of the state of New Jersey. On August 16, 2004, following extensive discovery, Petitioners filed a motion for class certification pursuant to Rule 23 of the Federal Rules of Civil Procedure. The putative class identified by Petitioners was “All persons of African American and /or Hispanic descent employed by defendant Johnson & Johnson in any permanent salaried exempt or nonexempt position in the United States at any time from November 15, 1997 to the present.” See App. at 29. The proposed class encompassed approximately 8,600 current or former employees of Johnson & Johnson and all of its United States subsidiaries, regardless of position or length of employment. Following further discovery, the District Court held a full day of oral argument on the issue of class certification. On December 20, 2006, the District Court issued an order (“December 20 Order”) denying the motion for class certification. According to the District Court, Petitioners failed to identify any Johnson & Johnson policy at the subsidiary or business unit level that resulted in discrimination; thus, according to the District Court, Petitioners’ proof fell short of establishing commonality and typicality, such that class certification would have been inappropriate. See Gutierrez v. Johnson & Johnson, 467 F.Supp.2d 403, 411 (D.N.J.2006). 1

On December 22, 2006, Petitioners filed a letter with the District Court explaining that they and Johnson & Johnson had reached an agreement for an extension of *191 time to file a motion requesting that the District Court reconsider its denial of class certification. In this letter, the Petitioners stated that “Plaintiffs understand that this extension is sought and may be granted without prejudice to Plaintiffs’ right to seek leave of court to appeal the Order [denying certification].” 2 App. at 149. This was the only submission to the District Court filed within ten days of the denial of class certification. The District Court granted the extension in a December 29, 2006 letter, ordering submission of the motion by January 19, 2007. On that day, Petitioners filed their Motion to Reconsider. 3 On April 10, 2007, the District Court denied Petitioners’ Motion to Reconsider (“April 10 Order”).

On April 24, 2007, Petitioners filed a petition with this Court, seeking permission to file an interlocutory appeal of the denial of class certification pursuant to Federal Rule of Civil Procedure 23(f). This petition was filed within ten Rule days of the denial of Petitioners’ Motion to Reconsider, but 125 days after the entry of the order denying class certification. The petition was referred to a Motions Panel. On April 25, 2007, our Clerk’s office wrote to the parties and requested that they address the question of whether the petition for permission to appeal was timely, given the ten-day time limit in Rule 23(f). After additional briefing on the issue of whether Petitioners’ Rule 23(f) petition was timely, the Motions Panel issued a September 11, 2007 Order referring the petition to a Merits Panel. The Motions Panel did not decide the issue of whether to grant the Rule 23(f) petition. The Motions Panel’s Order read: “The foregoing motion for leave to appeal and the Clerk’s submission are referred to a merits panel. The Clerk shall issue a briefing schedule. The parties are directed to address whether the application under Rule 23(f) should be granted and this Court’s authority to grant the application.” App. at 39. The parties timely filed their submissions on these issues, and the question now before this Court is whether to grant Petitioners permission to file an interlocutory appeal of the District Court’s December 20, 2006 denial of class certification.

II.

The District Court had jurisdiction over Petitioners’ claims of employment discrimination under Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e, et seq., as well as 42 U.S.C. § 1981 and 28 U.S.C. § 1331. Plaintiffs filed a petition for permission to appeal pursuant to Fed.R.Civ.P. 23(f). This Court has the discretion to grant the petition for interlocutory review under Rule 23(f) and 28 U.S.C. § 1292.

In determining whether to grant the petition, this Court has substantial discretion and may base its decision to grant permission to appeal “on any consideration that [it] finds persuasive.” See Fed.R.Civ.P. 23(f) advisory committee’s note. To guide the exercise of its discretion, this Court employs the factors set forth in Newton v. Merrill Lynch, Pierce, Fenner & Smith, Inc., 259 F.3d 154 (3d Cir.2001).

III.

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Gutierrez v. Johnson & Johnson, 523 F.3d 187, 70 Fed. R. Serv. 3d 440, 2008 U.S. App. LEXIS 8667, 103 Fair Empl. Prac. Cas. (BNA) 1, 2008 WL 1792260 (3d Cir. 2008).

523 F.3d 187 (Gutierrez v. Johnson & Johnson) — published by Counsel Stack Legal Research, free access to 12M+ legal documents.

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