Jackson v. Federal Express

766 F.3d 189, 23 Wage & Hour Cas.2d (BNA) 698, 2014 U.S. App. LEXIS 17387, 124 Fair Empl. Prac. Cas. (BNA) 529, 2014 WL 4412333
CourtCourt of Appeals for the Second Circuit
DecidedSeptember 9, 2014
DocketDocket 12-1475-cv
StatusPublished
Cited by740 cases

This text of 766 F.3d 189 (Jackson v. Federal Express) is published on Counsel Stack Legal Research, covering Court of Appeals for the Second Circuit primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Jackson v. Federal Express, 766 F.3d 189, 23 Wage & Hour Cas.2d (BNA) 698, 2014 U.S. App. LEXIS 17387, 124 Fair Empl. Prac. Cas. (BNA) 529, 2014 WL 4412333 (2d Cir. 2014).

Opinion

*192 WINTER, Circuit Judge:

Monique Jackson appeals from Judge Chatigny’s grant of summary judgment dismissing her medical leave, disability, employment discrimination, and retaliation claims and denial of her pro se request to reopen discovery. We write to clarify the obligations of a district court in granting summary judgement under Fed.R.Civ.P. 56. We affirm.

BACKGROUND

We view the record in the light most favorable to appellant. Gallo v. Prudential Residential Servs., Ltd., 22 F.3d 1219, 1223-24 (2d Cir.1994) (on de novo review of summary judgment, “all ambiguities must be resolved and all inferences drawn in favor of’ the non-moving party). The following facts are undisputed, unless noted otherwise.

Appellant is an African-American woman who worked as a senior service agent at Federal Express (“FedEx”) from 1996 to May 2007. In 2006, appellant filed an internal human resources (“HR”) complaint against her manager, Franklin Benjamin, claiming that he sexually harassed her, and against the operations manager, Billy Lipscomb, claiming that he ignored her complaints. Both managers were subsequently transferred to different facilities. After a short interval during which appellant was supervised by new managers, Ralph Sylvester became appellant’s direct manager.

FedEx’s termination policy provides that “if an employee receives any combination of three warning letters or performance counseling letters in a twelve-month period, the employee is subject to termination.” After appellant was disciplined five times between September 2006 and May 2007, FedEx terminated her.

On March 16, 2010, appellant filed the present complaint against FedEx alleging, inter alia, that Sylvester and Benjamin were friends and that Sylvester terminated her in retaliation for complaining about Benjamin’s sexual harassment. The complaint further alleged that Sylvester used racial slurs in her presence, pressured her to return to work while she was on medical leave recovering from an automobile accident, refused to accommodate her work to lingering injuries after she returned, and terminated her in part because of her age and race. The complaint asserted claims for: (i) retaliation for filing an internal complaint of sexual harassment, 42 U.S.C. § 2000e-3(a); (ii) termination because of her race, 42 U.S.C. § 2000e-2(a); (iii) violation of the Family and Medical Leave Act, 29 U.S.C. § 2601 et seq.; (iv) violation of the Americans with Disabilities Act, 42 U.S.C. § 120101 et seq.; and (v) age discrimination, 42 U.S.C. § 610 et seq.

After the court-ordered schedule of seven months for discovery had expired, FedEx moved for summary judgment on all claims. In compliance with Fed.R.Civ.P. 56(c) and Local Rule 56(a)(1), it submitted a statement of 124 facts that FedEx claimed to be undisputed. The motion was accompanied by sworn declarations from Sylvester and two FedEx HR managers and excerpts from appellant’s deposition. Each of the 124 factual assertions cited specific support in the record. Appellant, through counsel, responded with a Local Rule 56(a)(2) statement of undisputed and disputed facts, additional documentary evidence, and an opposition brief. Appellant’s Rule 56(a)(2) statement explicitly admitted 111 of FedEx’s statements of undisputed facts and denied 13. The admitted facts included numerous matters undermining appellant’s non-retaliation claims. Details are discussed infra. The denials concerned the investigation of Benjamin’s conduct, Sylvester’s use of racial *193 epithets, and the circumstances of appellant’s termination. Part II of her response to FexEx’s statement of undisputed facts claimed that the following “issues of material fact” were disputed:

1. Plaintiff filed a harassment complaint against a FEDEX employee in February of 2000[sic], after which, her performance rating declined.... The decline was motivated, in part, by the filing of the internal complaint.
2. When Plaintiff “zeroed” timecards in March of 2007, and was reprimanded for it, she did so under the express instruction of Sylvester.... Sylvester’s motivation to write-up and subsequently terminate Jackson was ... motivated, in large part, to retaliate against Jackson for filing an internal complaint against Benjamin.

Her opposition brief stated that “[discovery has yielded the existence of issues of fact with respect to one of [appellant’s] claims: Title VII retaliation,” and argued that summary judgment should be denied as to that claim.

The district court concluded that appellant “tacitly admits that there are no issues of fact with regard to the [non-retaliation] claims,” and dismissed them “in the absence of opposition.” It also noted that it had “[r]eview[ed]” appellee’s statement of undisputed facts and confirmed the lack of a dispute as to those facts. The district court then discussed the Title VII retaliation claim in detail and granted summary judgment in favor of FedEx on that claim.

While the motion for summary judgment was briefed and pending, appellant, acting pro se although still represented by counsel, filed a request to reopen discovery in order to permit the deposition of certain FedEx employees, including Ralph Sylvester, and to obtain time-keeping reports (“FAMIS reports”) that appellant had prepared. Appellant stated in a letter to the court that her attorney “failed to subpoena [her] former operational manager Ralph Sylvester ... [and] allow[ed] discovery to close on February 1, 2011.” The letter was returned to appellant because it was not signed by her counsel. Counsel responded with a letter to the court explaining that he had previously requested production of the FAMIS reports, but FedEx’s counsel had stated that “they were not in possession, custody, or control of this document.” He further stated that the deposition of Sylvester was “largely unnecessary” because it likely would “be favorable to FedEx.”

Appellant had sent a letter to her counsel, which predated the letter to the court, asking him to withdraw because she did not think he had her “best interest at heart” and that she was “truly dissatisfied that [he] allowed discovery to close” without the FAMIS reports. Appellant’s counsel moved to withdraw, and the district court granted the request on October 20, 2011. Appellant then filed a pro se motion to reopen discovery reiterating the reasons given in her previous letter.

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766 F.3d 189, 23 Wage & Hour Cas.2d (BNA) 698, 2014 U.S. App. LEXIS 17387, 124 Fair Empl. Prac. Cas. (BNA) 529, 2014 WL 4412333, Counsel Stack Legal Research, https://law.counselstack.com/opinion/jackson-v-federal-express-ca2-2014.