Matalavage v. Niagara County

CourtDistrict Court, W.D. New York
DecidedFebruary 16, 2023
Docket1:20-cv-01254
StatusUnknown

This text of Matalavage v. Niagara County (Matalavage v. Niagara County) is published on Counsel Stack Legal Research, covering District Court, W.D. New York primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Matalavage v. Niagara County, (W.D.N.Y. 2023).

Opinion

UNITED STATES DISTRICT COURT WESTERN DISTRICT OF NEW YORK ______________________________________

ALEXANDRA MATALAVAGE, DECISION Plaintiff, and v. ORDER

SHERIFF OF NIAGARA COUNTY, 20-CV-1254Sk(F) COUNTY OF NIAGARA, NEW YORK, MICHAEL FILICETTI, and KEVIN PAYNE,

Defendants. ______________________________________

APPEARANCES: ANNA MARIE RICHMOND, ESQ. Attorney for Plaintiff 2500 Rand Building 14 Lafayette Square Buffalo, New York 14203

TOMMANEY LAW PLLC Attorneys for Plaintiff ELIZABETH M. TOMMANEY, of Counsel 2500 Rand Building 14 Lafayette Square Buffalo, New York 14203

BOND, SCHOENECK & KING, PLLC Attorneys for Defendants MICHAEL E. HICKEY, and RIANE F. LAFFERTY, of Counsel Avant Building 200 Delaware Avenue Suite 900 Buffalo, New York 14202

JURISDICTION

This case was referred to the undersigned by Honorable William M. Skretny on November 17, 2020, for all pretrial matters. The matter is presently before the court on Plaintiff’s motions to compel discovery filed on August 12, 2022 (Dkt. 36), October 7, 2022 (Dkt. 44), and November 15, 2022 (Dkt. 50).

BACKGROUND and FACTS1

In this action seeking damages for employment discrimination, Plaintiff Alexandra Matalavage (“Plaintiff” or “Matalavage”) alleges that while employed as a correction officer in Niagara County Jail (“the Jail”), from 2009 until February 11, 2020, she was repeatedly subjected to a pattern of disparate treatment based on her sex and gender including disciplinary actions and denial of promotional advancements, and that when Plaintiff scored among the top three of a civil service examination which required Defendants consider Plaintiff for promotion when an opening occurred, Defendants commenced a criminal investigation of Plaintiff because employees under a criminal investigation may not be considered for promotion. The criminal investigation concerned an alleged routine audit of Defendants’ written procedures for Electronic

Supervisory Round Review (“ESRR”) regarding, inter alia, the practices Jail employees are to follow in conducting rounds of the Jail and reporting information pertaining to each round. In particular, the routine audit determined electronically recorded “swipes” of Plaintiff’s identification card (“ID card”) at the Jail’s access control panels (“time swipes”) did not correspond to the rounds’ entries Plaintiff posted. Plaintiff further alleges that she was subsequently subjected to retaliation including and constructive discharge from her employment.

1 The Facts are taken from the pleadings and motion papers filed in this action. Defendants’ criminal investigation of Plaintiff commenced in April 2019, and Plaintiff first received notice of the investigation on April 9, 2019. On April 22, 2019, Plaintiff filed the first of three administrative complaints with the Equal Employment Opportunity Commission (“EEOC”), complaining female employees were subjected to

disparate treatment at the Jail and that Defendants had commenced a criminal investigation against Plaintiff to prevent Plaintiff, a female, from applying for a promotional opportunity for which Plaintiff, based on her performance on the requisite civil service examination, was eligible because employees under investigation are ineligible for consideration for promotion (“First EEOC Charge”).2 According to Plaintiff, on June 25, 2019, Plaintiff’s union representative advised the EEOC that if Plaintiff dropped her first administrative charge and signed a “last chance agreement,” Defendants would drop the criminal investigation and suspend Plaintiff for 60 days without pay. Plaintiff then filed another administrative complaint with the EEOC (“Second EEOC Charge”), asserting Plaintiff was subjected to additional retaliation for

filing the First EEOC Charge.3 On August 29, 2019, Plaintiff filed yet another EEOC administrative complaint (“Third EEOC Charge”),4 asserting she was subjected to additional retaliation for filing the first two EEOC charges. Defendants, including the County of Niagara, New York (“County”), Sheriff of the County of Niagara (“Sheriff”), Michael Filicetti (“Filicetti”), formerly Undersheriff at the time of the relevant events and currently Sheriff, and Kevin Payne (“Payne”), formerly Chief Jail Administrator at the time of the relevant events and now retired, deny the allegations of the Complaint and

2 Complaint Exh. A (Dkt. 1-1). 3 Complaint Exh. B (Dkt. 1-2). 4 Complaint Exh. C (Dkt. 1-3). maintain that after a random audit of the Jail’s supervisory records revealed numerous inconsistencies between Plaintiff’s log entries, rounds Plaintiff conducted at the Jail, and time-swipes of Plaintiff’s ID card, the criminal investigation was conducted resulting in Plaintiff’s arrest on charges of five felony counts of tampering with public records in the

first degree, for which Plaintiff eventually pleaded guilty to one count and voluntarily resigned from her employment. Before the court are three motions Plaintiff filed to compel complete answers and responses to Plaintiff’s interrogatories and document production requests including on August 12, 2022 (Dkt. 36) (“Plaintiff’s First Motion”), October 7, 2022 (Dkt. 44) (Plaintiff’s Second Motion”), and November 15, 2022 (Dkt. 50) (“Plaintiff’s Third Motion”). Most of the discovery requests at issue pertain to Defendants’ criminal investigation of Plaintiff for tampering with public records which Plaintiff maintains was undertaken to preclude consideration of Plaintiff for promotions. Oral argument was deemed unnecessary. Based on the following Plaintiff’s First Motion is GRANTED in part, and

DISMISSED as moot in part; Plaintiff’s Second Motion is GRANTED; and Plaintiff’s Third Motion is DENIED.

DISCUSSION

1. Overview of Applicable Law Initially, the court provides a brief recitation of the law applicable to Plaintiff’s three motions to compel discovery. Fed. R. Civ. P. 26 (“Rule 26__”) allows parties to obtain any nonprivileged matter that is relevant to any party's claim or defense and proportional to the needs of the case, considering the importance of the issues at stake in the action, the amount in controversy, the parties’ relative access to relevant information, the parties’ resources, the importance of the discovery in resolving the issues, and whether the burden or expense of the proposed discovery outweighs its likely benefit. Information within this scope of discovery need not be admissible in evidence to be discoverable.

Fed. R. Civ. P. 26(b)(1). “Material is relevant for Rule 26(b)(1) discovery purposes if it bears on or is germane to any issue in the case or that may become an issue, but such material need not be admissible as evidence to be subject to discovery as provided in Rule 26(b)(1).” Thuman v. Dembski, 2022 WL 1197551, at *5 (W.D.N.Y. Apr. 22, 2022) (quoting Anvik Corp. v. Samsung Elecs., 2009 WL 10695623, at *2 (S.D.N.Y. Sept. 16, 2009) (“‘Relevance for purposes of discovery . . . is synonymous with germane and . . . it should not be read as meaning competent or admissible.’” (quoting Koch v. Greenberg, 2009 WL 2143634, at *2 (S.D.N.Y. July 14, 2009))). “Once the requesting party demonstrates that material sought is relevant, the resisting party must demonstrate why the discovery is not permitted.” Thuman, 2022 WL 1197551, at *5 (citing Land Ocean Logistics, Inc. v. Aqua Gulf Corp., 181 F.R.D. 229, 237 (W.D.N.Y. 1998) (the party opposing discovery bears the burden of establishing the opposed discovery demands fail to comport with the standards set forth in Rule 26(b)).5 Motions to compel are “entrusted to the sound discretion of the district court,” United States v.

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