Hornberger v. Tennessee

782 F. Supp. 2d 561, 2011 U.S. Dist. LEXIS 28927, 2011 WL 1060674
CourtDistrict Court, M.D. Tennessee
DecidedMarch 21, 2011
Docket3:10-mj-01053
StatusPublished
Cited by12 cases

This text of 782 F. Supp. 2d 561 (Hornberger v. Tennessee) 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
Hornberger v. Tennessee, 782 F. Supp. 2d 561, 2011 U.S. Dist. LEXIS 28927, 2011 WL 1060674 (M.D. Tenn. 2011).

Opinion

MEMORANDUM

ALETA A. TRAUGER, District Judge.

Pending before the court is a Motion to Dismiss Plaintiffs ADEA Claims (Docket No. 8) filed by the defendants State of Tennessee (“Tennessee”), Tennessee Department of Human Services (“DHS”), and Tennessee Department of Human Services: Disability Determination Services (“DDS”). The plaintiff has submitted a response in opposition (Docket No. 10), and the defendants have filed a reply in support (Docket No. 13). For the reasons discussed herein, the defendants’ motion will be granted.

BACKGROUND

Plaintiff James Hornberger, Jr. is a resident of Davidson County, Tennessee. 1 The plaintiff is a retired former employee of defendant DHS, which is an executive agency of defendant Tennessee. For the final 22 years of his tenure with DHS, he worked with DDS, most recently as a disability claims examiner. On August 31, 2009, he retired from DHS after nearly 30 years of service, at the age of 54.

The plaintiff alleges that he was effectively forced to retire. He claims that, in January 2006, DDS switched to a new *563 computerized document manager system, the simultaneous development and implementation of which impaired DDS employees from keeping up with their caseloads. In or around August 2006, the plaintiff began working under a new supervisor, who began warning him that he was not keeping up with his caseload and commenting that he was “slow” and “always needing help from others.” (Docket No. 1 at 3.) The plaintiff was orally warned that was he not keeping up with his caseload in May 2007, made to undergo an internal review in June 2007, and given a written warning regarding his caseload in July 2007. The plaintiff alleges that, during this period, his performance was at least on par with examiners in his department and that his review indicated that his work “quality was good and on-target for the department.” (Id.) In December 2007, the plaintiff was approved for leave under the Family and Medical Leave Act of 1993 (“FMLA”) to care for his ailing father. He took off one day per week for six weeks, but he was forced to stop using FMLA leave because his caseload “increased dramatically.” (Id. at 4.) Shortly after his return to full-time work, he was suspended for poor caseload management and for having unpaid travel vouchers. The latter, to the plaintiffs knowledge, had never previously been cited as a basis for suspension.

The plaintiff alleges that, by October 2008, DDS had decided to terminate him. In July 2009, the Regional Director asked the plaintiff to sign a “Do Not Hire” notice, which the plaintiff alleges would preclude him from being employed in any department within the State of Tennessee. The plaintiff refused to sign. At this point, the plaintiff considered his job to be “truly in jeopardy.” (Id.) On August 31, 2009, he chose to retire to preserve retirement benefits that would be lost if he were terminated. The plaintiff alleges that this constituted a constructive discharge. The plaintiff believes that, shortly after his departure from DDS, his position was filled by a person under 40 years of age.

The plaintiff filed a charge with the Equal Employment Opportunity Commission (“EEOC”) alleging discrimination. 2 EEOC issued the plaintiff a Right to Sue letter on August 10, 2010. (Docket No. 1, Ex. 1.) On November 8, 2010, the plaintiff filed the Complaint in this action.

The plaintiff asserts two claims: (1) that the defendants discriminated against him on the basis of age in violation of the Age Discrimination in Employment Act of 1967 (“ADEA”), 29 U.S.C. § 621 et seq., and (2) that he was suspended in retaliation for taking FMLA leave. The defendants have jointly moved to dismiss the plaintiffs ADEA claim, pursuant to Federal Rule of Civil Procedure 12(b)(1). (Docket No. 8.) The defendants argue that they are immune from suit with respect to that claim under the Eleventh Amendment and related principles of sovereign immunity. (Id.; see Docket No. 15 (clarifying that the motion was filed on behalf of all defendants).)

ANALYSIS

I. Standard of Review

Federal Rule of Civil Procedure 12(b)(1) governs dismissal of lawsuits for lack of subject matter jurisdiction. “Rule 12(b)(1) *564 motions to dismiss ... generally come in two- varieties: a facial attack or a factual attack.” Gentek Bldg. Prod., Inc. v. Sherwin-Williams Co., 491 F.3d 320, 330 (6th Cir.2007). A state’s assertion of sovereign immunity constitutes a factual attack. See Dunn v. Spivey, No. 2:09-0007, 2009 WL 1322600, at *3 (M.D.Tenn. May 11, 2009). When “considering a factual attack upon the court’s jurisdiction, no presumption of truth applies to the plaintiffs factual allegations, and the court is free to weigh the evidence and resolve factual disputes so as to satisfy itself as to the existence of its power to hear the case.” Id. (internal citation and quotation marks omitted). “In its review, the district court has wide discretion to allow affidavits, documents, and even a limited evidentiary hearing to resolve jurisdictional facts.” Gentek, 491 F.3d at 330. “The entity asserting [sovereign] immunity has the burden to show that it is entitled to immunity, i.e., that it is an arm of the state.” Gragg v. Ky. Cabinet for Workplace Dev., 289 F.3d 958, 963 (6th Cir.2002).

II. Sovereign Immunity

The defendants argue that they are immune from the plaintiffs ADEA claim. (See Docket No. 13 at 1-2.) Each of the states possesses certain immunities from suit that “flow from the nature of sovereignty itself as well as the Tenth and Eleventh Amendments.” Ernst v. Rising, 427 F.3d 351, 358 (6th Cir.2005) (en banc). Consequently, a state may not be sued in federal court by a private individual unless it consents to suit or unless its sovereign immunity has been validly abrogated by Congress. Id. at 358-59. The Supreme Court has made clear that “arm[s] of the state” enjoy this same immunity but that “political subdivisions” do not. Id. (citing Mt. Healthy City Sch. Dist. Bd. of Educ. v. Doyle, 429 U.S. 274, 280, 97 S.Ct. 568, 50 L.Ed.2d 471 (1977)). For the reasons discussed below, the court finds the DHS is an “arm of the state” that receives immunity and that DDS is not legally distinct from DHS for the purposes of suit in federal court.

A.

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Cite This Page — Counsel Stack

Bluebook (online)
782 F. Supp. 2d 561, 2011 U.S. Dist. LEXIS 28927, 2011 WL 1060674, Counsel Stack Legal Research, https://law.counselstack.com/opinion/hornberger-v-tennessee-tnmd-2011.