Matthew Lenahan v. The Cincinnati Insurance Company

CourtDistrict Court, S.D. Ohio
DecidedDecember 8, 2025
Docket1:24-cv-00722
StatusUnknown

This text of Matthew Lenahan v. The Cincinnati Insurance Company (Matthew Lenahan v. The Cincinnati Insurance Company) is published on Counsel Stack Legal Research, covering District Court, S.D. Ohio primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Matthew Lenahan v. The Cincinnati Insurance Company, (S.D. Ohio 2025).

Opinion

UNITED STATES DISTRICT COURT SOUTHERN DISTRICT OF OHIO WESTERN DIVISION

MATTHEW LENAHAN,

Plaintiff, Case No. 1:24-cv-722

v. JUDGE DOUGLAS R. COLE Magistrate Judge Litkovitz THE CINCINNATI INSURANCE COMPANY,

Defendant.

OPINION AND ORDER Defendant Cincinnati Insurance Company moves to dismiss or stay pro se Plaintiff Matthew Lenahan’s Complaint (Doc. 1) alleging employment discrimination. Defendant contends that the Court should abstain under the Colorado River doctrine because Lenahan filed a substantially similar action in state court first. (Def.’s Mot. to Dismiss, Doc. 6, #28). Alternatively, it argues that the Court should dismiss Lenahan’s claim as time-barred. (Id.). While the Court finds the claim was timely, it ultimately agrees with Defendant that abstention is appropriate here. For the reasons explained below, the Court GRANTS Defendant’s Motion to Dismiss or Stay (Doc. 6), and STAYS this case pending resolution of the related state case. BACKGROUND Defendant Cincinnati Insurance Company employed Plaintiff Matthew Lenahan as the Head of Everyday Innovation from December 7, 2020, to November 30, 2023. (Doc. 1, #8). For Lenahan’s first two and a half years at the company, he thrived and consistently received “[e]xceeding [e]xpectations” in his performance reviews. (Id.). But toward the end of his time there, beginning in August 2023, his supervisor started asking questions about his race and family. (Id.). Then, at his next performance review, his supervisor downgraded his performance to “[n]eeds

[i]mprovement.” (Id.). As a result of his now-poor performance, the supervisor wanted to demote him to a lesser position, with a correspondingly lower salary. (Id.). Lenahan, however, alleges that there was no “objective decrease in performance,” and the only explanation for this demotion was discrimination on the basis of his race: black/bi-racial. (Id.). Two weeks after the proposed demotion, the supervisor, a white woman, took other detrimental actions, including (1) isolating Lenahan from his colleagues, “who

held information critical to his job and high priority tasks,” (2) excluding Lenahan from relevant meetings, (3) setting unrealistic deadlines for his work, and (4) “requir[ing] Plaintiff to repeat certain phrases out loud that he did not agree with [where he] felt demoralized and humiliated … [and] like ‘a circus animal.’” (Id. at #9). Lenahan alleges that his similarly situated colleagues did not suffer from like treatment. (Id. at #9–10).

The situation continued to deteriorate. By October 27, 2023, the supervisor had threatened to fire Lenahan and sent him a warning letter, which allegedly included “inaccuracies and unfair mischaracterizations of Plaintiff’s work.” (Id. at #10). Two weeks later, the warning letter turned into a probation letter, and Plaintiff was placed “into the company’s PPR steps,”1 limiting his ability to apply to other internal

1 Lenahan does not explain the acronym “PPR,” but it appears to refer to the company’s program for placing employees into probationary status. jobs or receive any raise or bonus. (Id. at #10–11). Yet he was denied job training to address these supposed shortcomings. (Id. at #11). Lenahan reported these events to the company’s human resources department on four separate occasions, to no avail.

(Id.). Fed up with the lack of action on human resource’s part, Lenahan says that on November 28, 2023, he dual-filed a charge of discrimination with the Equal Employment Opportunity Commission (EEOC) and the Ohio Civil Rights Commission. (Id.). And he emailed that charge to Cincinnati Insurance’s “[l]egal point of contact” that day. (Id.). The next day, his supervisor cancelled a meeting with Lenahan that had been

set to go over his work assignment. (Id.). And the day after that, a human resources representative called him and terminated him. (Id. at #11–12). The proffered reason was that the supervisor never received the work that the meeting was meant to discuss. (Id.). His termination appears to have led him to dual-file another charge for discrimination based on retaliation. He attaches that charge to his Complaint. (Id. at

#17). The charge is “Digitally Signed By” Lenahan, and dated September 16, 2024. (Id.). He also attaches a Notice of Right to Sue letter from the EEOC, dated the next day (September 17, 2024).2 (Id. at #13). Three months later, on December 17, 2024,

2 It is not clear why the September 2024 EEOC charge received a one-day turnaround in terms of a right-to-sue letter, but the Court need not explore that further for present purposes. Lenahan, proceeding pro se, sued Cincinnati Insurance in this Court for retaliation under Title VII, 42 U.S.C. § 2000e. (Id. at #3, 12). But there is an additional wrinkle. Lenahan first sued Cincinnati Insurance in

state court for these same events. (Doc. 6, #29). On that front, Lenahan does not dispute the following facts: he filed the state suit on November 21, 2024, less than a month before filing this suit, (id.; State Compl., Doc. 6-1, #42); Cincinnati Insurance answered the state complaint on December 27 (10 days after Lenahan filed this action), (Doc. 6, #30; Doc. 6-2, #51); and the state court set a case management conference for April 22, 2025, (Doc. 6, #30; Doc. 6-3, #58). One more thing worth noting—while Lenahan filed this federal suit on December 17, 2024, (Doc. 1), he did

not provide a summons to the Clerk until March 12, 2025, (Doc. 3), and service was not completed on Cincinnati Insurance until March 14, 2025, (Doc. 5). Once served, Cincinnati Insurance filed the instant Motion to Dismiss on April 4, 2025. (Doc. 6). There, Cincinnati Insurance asks the Court to either dismiss or stay the action under the Colorado River doctrine. (Id. at #28). Alternatively, it requests that the Court dismiss the case because Lenahan’s claim is time barred. (Id.).

Lenahan responded, (Doc. 14-1),3 and Cincinnati Insurance replied, (Doc. 16). So the matter is ripe for review.

3 Document 14 was inadvertently filed, and so the response was refiled as Document 14-1. So the Court will refer to the publicly-available version, Document 14-1, in this Opinion and Order. LEGAL STANDARD As Cincinnati Insurance observes, courts have not always been consistent in their views on the procedural vehicle parties should use to move for abstention under Colorado River. (Doc. 6, #30 n.2). The Supreme Court and Sixth Circuit have yet to

address the issue. So some courts in this circuit analyze abstention under Federal Rule of Civil Procedure 12(b)(1) (lack of subject-matter jurisdiction), while others address the topic under Rule 12(b)(6) (failure to state a claim). Compare Driskill v. Regions Bank, No. 3:18-cv-102, 2019 WL 13122497, at *3–4 (E.D. Tenn Mar. 22, 2019) (discussing Colorado River in terms of the “concurrent jurisdiction” of the state court and finding that the state court “obtain[ed] jurisdiction over the plaintiff’s general

claims” first) and Kornhauser v. Notting Hill, LLC, No. 1:17-cv-719, 2018 WL 4625552, at *3 (S.D. Ohio Sep. 27, 2018) (granting motion to dismiss under Rule 12(b)(1) due to Colorado River abstention), with Perry v. Cnty. of Wayne, No. 24- 12056, 2024 WL 4697673, at *2, 4–5 (E.D. Mich. Nov. 6, 2024) (holding abstention was warranted under Rule 12(b)(6)). Perhaps that conflict arises because “[n]either Rule 12(b)(1) or 12(b)(6) fit perfectly as the vehicle for a motion [to abstain].” OMT Addiction Ctrs, LLC v. Freedom Healthcare Props. of Tex., LLC, 770 F. Supp. 3d 1090,

1102 (M.D. Tenn. 2025).

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Matthew Lenahan v. The Cincinnati Insurance Company, Counsel Stack Legal Research, https://law.counselstack.com/opinion/matthew-lenahan-v-the-cincinnati-insurance-company-ohsd-2025.