Kenneth Eid v. Saint-Gobain Abrasives, Inc

377 F. App'x 438
CourtCourt of Appeals for the Sixth Circuit
DecidedMay 12, 2010
Docket08-2081
StatusUnpublished
Cited by13 cases

This text of 377 F. App'x 438 (Kenneth Eid v. Saint-Gobain Abrasives, Inc) is published on Counsel Stack Legal Research, covering Court of Appeals for the Sixth Circuit primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Kenneth Eid v. Saint-Gobain Abrasives, Inc, 377 F. App'x 438 (6th Cir. 2010).

Opinion

BOGGS, Circuit Judge.

Kenneth Eid (Eid) brought this employment discrimination action against Saint-Gobain Abrasives, Inc. (Saint-Gobain), alleging that Saint-Gobain terminated him because of his race, ethnicity, or national origin. Prior to trial, the district court granted Saint-Gobain’s motion in limine to exclude certain attorney correspondence as settlement communications pursuant to Federal Rule of Evidence 408. The district court then held a jury trial, which lasted eleven days. After trial, upon the jury’s request, the district court ordered portions of two witnesses’ testimony reread to the jury. The jury thereafter returned a verdict in favor of Saint-Gobain. Eid now appeals that jury verdict, claiming that the district court committed reversible error when it (1) excluded the attorney correspondence under Federal Rule of Evidence 408, (2) failed to give the jury a cautionary instruction regarding the proper use of the re-read testimony, and (3) refused Eid’s request to provide the jury with full transcripts of the witnesses’ testimony. Because we conclude that the district court did not commit reversible error, we affirm the verdict in favor of Saint-Gobain.

I

Eid is an Arab-Ameriean of Lebanese descent. He began working for Saint-Gobain in November 1981, and by the mid-1990’s rose to the level of senior account manager in Saint-Gobain’s sales department. Prior to 2002, Eid consistently received positive performance reviews.

This changed in 2002, when Eid began to receive low performance ratings. Eid received such ratings for the years 2002, 2003, and 2004. Finally, in February 2005, Saint-Gobain decided to place Eid on a Performance Improvement Plan (PIP).

Upon learning that he had received a low performance rating for 2004 and that he was being placed on a PIP, Eid raised allegations that his manager, Pat Parker, 1 had harassed him and made discriminatory comments regarding his ethnicity. Parker denied engaging in such conduct. Over the next seven months, Eid reiterated his complaints about Parker, while Parker and Kip Paterson, Saint-Gobain’s HR director, both expressed concern about Eid’s failure to satisfy the PIP. During this period, Eid’s working relationship with Parker became increasingly “poor and uncooperative.” Finally, on September 6, 2005, Saint-Gobain terminated Eid’s employment. At the time of his firing, Saint-Gobain informed Eid that he was being terminated for failure to satisfy the requirements of the PIP.

After his termination, Eid retained counsel for the purpose of asserting an employment discrimination claim against Saint-Gobain. Prior to filing a claim, Eid’s attorney, Gerald Wahl, sent a letter (“the Wahl letter”) to Saint-Gobain. This letter announced Eid’s intention to pursue a claim against Saint-Gobain, but added:

Although we intend to pursue Mr. Eid’s remedies in court, it has been my expe- *440 rienee these claims can be resolved amicably before resort to litigation. As a consequence, I request that you or a representative of your company, contact the undersigned within the next ten business days in order to attempt a resolution.

On December 9, 2005, Sherry Carr, associate general counsel of Saint-Gobain, sent a letter (“the Carr letter”) to Wahl responding to his request. The letter discussed Saint-Gobain’s internal investigation into Eid’s allegations, which included interviews with Parker and witnesses identified by Eid. After reviewing the results of the investigation, the letter concluded that Eid’s “termination was handled in our judgment in an appropriate fashion,” and “[tjhere is no basis for the organization to consider a settlement with your client.”

On December 20, 2005, Eid filed a charge with the EEOC alleging discrimination and retaliation. Eid received a right-to-sue letter and, on May 26, 2006, filed a complaint against Saint-Gobain in the United States District Court for the Eastern District of Michigan. The complaint alleged that Saint-Gobain terminated Eid on the basis of his race, ethnicity, or national origin, and in retaliation for his complaints regarding discrimination, in violation of 42 U.S.C. § 1981, Title VII, and the Michigan Elliott-Larsen Civil Rights Act.

Prior to trial, Saint-Gobain filed a motion in limine to exclude the Carr letter, arguing that, as a settlement communication, it was inadmissible under Federal Rule of Evidence 408. The district court agreed and granted Saint-Gobain’s motion in limine.

The court held a jury trial that lasted eleven days. The jury commenced deliberating late on the afternoon of June 25, 2008. At 2:30 the following afternoon, the jury sent the judge a note indicating that “the jurors after thorough discussions feel that we are at a stalemate as to the outcome of this trial. Looking for a possible solution to this dilemma[!] Any advice would be helpful.” In response, the court called the jury in, admonished them to examine all two hundred exhibits before them, and asked them to “return to the jury room and continue your deliberations.”

At 10:30 the next morning, the jury sent the judge another note. This note asked “if it would be possible to view ... the court transcripts of testimony given by [Jeffrey] Clark and [Daniel] VanHamlin [, two of Eid’s coworkers at Saint-Gobain,] regarding statements they made in reference to [’]dethroning[’] Parker.” Eid immediately raised two objections to this request. First, he asserted that only one witness used the term “dethroning.” Second, he objected “to just simple statements being read back as opposed to the entire transcript,” because the simple statements “would be taken out of context.” The court indicated that it agreed with the second objection, but declined to read the entire transcript back. Instead, the court decided to “start with a page before these remarks are made and go to a page after the remarks are made.” The court then ordered a brief recess for the parties to review the relevant portions of the transcript.

After the recess, Eid raised an objection to the manner of the re-read, “because so much is dependent on witness demeanor.” To address this concern, the judge decided to have one of his law clerks stand in for the witnesses, and he instructed his law clerk not to look at the jury.

The court then called in the jury and had the relevant portions of Clark’s and VanHamlin’s testimony re-read to them. In this testimony, both witnesses indicated *441 that Eid had approached them and asked if they would like to work together to remove Parker from his position. After the jury heard the testimony, the court instructed them to return to the jury room and continue their deliberations.

Once the jury left the room, the court asked the attorneys if there was anything they wished to place on the record. Eid reiterated his objection that only one witness used the term “dethrone.”

At 2:80 pm the same day, the jury returned a verdict in favor of Saint-Gobain.

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377 F. App'x 438, Counsel Stack Legal Research, https://law.counselstack.com/opinion/kenneth-eid-v-saint-gobain-abrasives-inc-ca6-2010.