McNeal v. Fram Renewable Fuels LLC.

CourtDistrict Court, S.D. Georgia
DecidedJuly 14, 2025
Docket2:24-cv-00116
StatusUnknown

This text of McNeal v. Fram Renewable Fuels LLC. (McNeal v. Fram Renewable Fuels LLC.) is published on Counsel Stack Legal Research, covering District Court, S.D. Georgia primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
McNeal v. Fram Renewable Fuels LLC., (S.D. Ga. 2025).

Opinion

In the United States District Court for the Southern District of Georgia Brunswick Division

CARLEY MCNEAL,

Plaintiff, 2:24-CV-116 v.

FRAM RENEWABLE FUELS,

Defendant.

ORDER Before the Court is Plaintiff’s “Motion for Judgment on the Pleadings as to Affirmative Defenses,” which the Court construes as a motion to strike insufficient defenses contained in Defendant’s answer. Dkt. No. 11. The motion has been fully briefed, and it is ripe for review. Dkt. Nos. 11, 12, 13, 15. The Court heard oral argument on June 30, 2025. Dkt. No. 29. For the reasons below, Plaintiff’s motion is DENIED. BACKGROUND This is an employment discrimination case. Plaintiff Carley McNeal worked as an accountant for Defendant Fram Renewable Fuels. Dkt. No. 1 ¶¶ 12, 15. After almost a year of working at Fram, Plaintiff learned she was pregnant with twins. Id. ¶ 14. Plaintiff experienced a high-risk pregnancy but continued to work. Id. ¶¶ 17– 20. On July 28, 2023, Plaintiff went into preterm labor and delivered the twins via emergency c-section. Id. ¶ 21. One of her babies was in the NICU until November 6, 2023. Id. ¶¶ 30, 38. During this time, Plaintiff suffered from severe postpartum

depression. Id. ¶ 24. Plaintiff alleges that, after giving birth, she had to contact her supervisor to initiate the paid short-term disability leave process and originally received eight weeks of leave. Id. ¶ 22. Plaintiff alleges that she had to follow up twice until her short- term disability leave was approved on August 28, 2023. Id. ¶¶ 23, 25–26. Once her short-term disability leave ended, Defendant allegedly informed Plaintiff that she would have to use all of her vacation days to continue her paid leave while her baby was still in the NICU. Id. ¶ 31. Thereafter, Plaintiff was on unpaid leave for four weeks. Id. ¶ 35. On October 23, 2023, Defendant informed Plaintiff that it would re-start her regular pay even though she

was not back from leave. Id. ¶ 34. Plaintiff and Defendant agreed that she would get two more weeks of paid leave after her baby was discharged from the NICU. Id. ¶ 37. Plaintiff avers that, throughout her leave, Defendant informed her that her position would be held for her. Id. She also alleges that until she inquired, Defendant had not informed her that she had only thirty days to add the twins to her health insurance after they were born. Id. ¶ 39. Further, Plaintiff alleges she discovered that Defendant paid one of Plaintiff’s co- workers “her full paychecks while she was out of work due to her son being in the hospital,” as well as collected donations for this co-worker. Id. ¶ 32.

On November 27, 2023, after sixteen weeks of leave, Plaintiff returned to work. Id. ¶ 40. She alleges that her supervisor and colleagues did not acknowledge her return. Id. ¶ 41. Plaintiff met with her supervisor on November 29, 2023 to “discuss her lack of engagement and her attitude since her return to work and to receive an Employee Positive Discipline Form.” Dkt. Nos. 1 ¶ 43, 5 ¶ 43. “Plaintiff’s employment ended” that same day. Dkt. Nos. 1 ¶ 44, 5 ¶ 44. Plaintiff alleges Defendant wrongfully terminated her due to her pregnancy. Dkt. No. 1 ¶¶ 44, 46. On February 1, 2024, Plaintiff filed a charge of discrimination with the Equal Employment Opportunity Commission (“EEOC”). Id. ¶ 4. The EEOC issued its notice of right to sue on

July 11, 2024. Id. Plaintiff filed this lawsuit on October 8, 2024. See id. Plaintiff brings an Americans with Disabilities Act (“ADA”) claim for disability discrimination (Count I), a Pregnancy Discrimination Act/Title VII claim for pregnancy discrimination (Count II), and a Family and Medical Leave Act (“FMLA”) claim for retaliation (Count III). Id. at 14, 18, 19. Plaintiff now moves for judgment on the pleadings as to seven of the twenty-two defenses asserted in Defendant’s answer. Dkt. No. 11.1 These defenses are (1) failure to state a claim, (2) failure to timely present all claims to the EEOC, (3) failure to exhaust

administrative remedies, (4) laches, estoppel, or waiver, (5) unclean hands, (6) after-acquired evidence, and (7) statute of limitations. Id. LEGAL STANDARD I. Federal Rule of Civil Procedure 12(c) “Judgment on the pleadings is appropriate where there are no material facts in dispute and the moving party is entitled to judgment as a matter of law.” Perez v. Wells Fargo N.A., 774 F.3d 1329, 1335 (11th Cir. 2014) (quotation marks omitted) (quoting Cannon v. City of W. Palm Beach, 250 F.3d 1299, 1301 (11th Cir. 2001)). “In determining whether a party is entitled to judgment on the pleadings,” the Court must “accept as true all material facts

alleged in the non-moving party’s pleading” and “view those facts in the light most favorable to the non-moving party.” Id. (citing Hawthorne v. Mac Adjustment, Inc., 140 F.3d 1367, 1370 (11th Cir. 1998)). “If a comparison of the averments in the competing

1 Plaintiff characterizes these defenses as affirmative defenses, dkt. no. 11 at 1, but the answer does not, dkt. no. 5 at 10. “[A]n affirmative defense is one that admits to the complaint, but avoids liability, wholly or partly, by new allegations of excuse, justification, or other negating matters.” VP Props. & Devs., LLLP v. Seneca Specialty Ins. Co., 645 F. App’x 912, 916 (11th Cir. 2016) (quoting Royal Palm Sav. Ass’n v. Pine Trace Corp., 716 F. Supp. 1416, 1420 (M.D. Fla. 1989)). pleadings reveals a material dispute of fact, judgment on the pleadings must be denied.” Id. (citing Stanton v. Larsh, 239 F.2d 104, 106 (5th Cir. 1956)).

In considering a motion for judgment on the pleadings, the Court generally cannot consider matters outside the pleadings without converting the motion to a motion for summary judgment. Fed. R. Civ. P. 12(d). Federal Rule of Civil Procedure 7(a) defines “pleadings” as complaints, counterclaims, crossclaims, answers, and court-ordered replies to answers. See Fed. R. Civ. P. 7(a). II. Federal Rule of Civil Procedure 12(f) Federal Rule of Civil Procedure 12(f) provides that courts “may strike from a pleading an insufficient defense.” Although reflective of “the inherent power of the Court to prune down pleadings,” TracFone Wireless, Inc. v. Zip Wireless Products, Inc., 716 F. Supp. 2d 1275, 1290 (N.D. Ga. 2010), granting a motion

to strike is a “drastic” and “generally disfavored” remedy. Tomason v. Stanley, 297 F.R.D. 541, 544 (S.D. Ga. 2014). The Court considers “whether a defense is insufficiently pled such that the proper remedy is to strike it from an answer.” Id. “An affirmative defense should survive if it comports with Rule 8(c)’s purpose—guaranteeing that the opposing party has notice of any additional issue that may be raised at trial.” Id. at 545 (alterations adopted) (internal quotation marks omitted) (quoting Hassan v. U.S.

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Bluebook (online)
McNeal v. Fram Renewable Fuels LLC., Counsel Stack Legal Research, https://law.counselstack.com/opinion/mcneal-v-fram-renewable-fuels-llc-gasd-2025.