Moore v. Trumbull Mem. Hosp.

2016 Ohio 1366
Ohio Court of Appeals·Decided March 31, 2016·No. 2015-T-0020·Published·Cited by 2 cases

Opinion

IN THE COURT OF APPEALS

ELEVENTH APPELLATE DISTRICT TRUMBULL COUNTY, OHIO

SHANNON MOORE, : OPINION

Plaintiff-Appellant, :

CASE NO. 2015-T-0020

- vs - :

WARREN OHIO HOSPITALS CO., LLC, : dba TRUMBULL MEMORIAL HOSPITAL,

Defendant-Appellee. :

Civil Appeal from the Trumbull County Court of Common Pleas, Case No. 2014 CV 0244.

Judgment: Reversed and remanded.

Ned C. Gold, Jr. and Sarah Thomas Kovoor, Ford, Gold, Kovoor & Simon, Ltd., 8872 East Market Street, Warren, OH 44484 (For Plaintiff-Appellant).

Frank G. Mazgaj, Hanna, Campbell & Powell, L.L.P., 3737 Embassy Parkway, Suite 100, P.O. Box 5521, Akron, OH 44333 (For Defendant-Appellee).

COLLEEN MARY O’TOOLE, J.

{¶1} Appellant, Shannon Moore, appeals from the February 13, 2015 judgment of the Trumbull County Court of Common Pleas, granting appellee’s, Warren Ohio Hospitals Co., LLC, dba Trumbull Memorial Hospital (“TMH”), motion for summary judgment.1 Ms. Moore, a state tested nursing aid (“STNA”), claims TMH terminated her

1. In that entry, the trial court incorrectly listed the defendant as “Valley Care Health System.” On May 4, 2015, this court remanded the matter for the trial court to clarify whether the defendant is Valley Care

employment because she is African American and her health privacy rights were violated. On appeal, Ms. Moore asserts the trial court improperly limited her opportunity to obtain discovery; prematurely ruled on TMH’s motion for summary judgment before first ruling on her motion to compel discovery; and erred in granting summary judgment on her claim that TMH improperly disclosed her personal information. For the reasons stated, we reverse and remand.

{¶2} Ms. Moore began working at TMH as an STNA on January 4, 2011.2 She indicated she was legally taking several prescription drugs for various ailments including Gabapentin, Percocet, and Valium. Ms. Moore signed TMH’s “Work Rules” which state that discourteous treatment of other employees and patients may result in termination.

{¶3} In the spring of 2013, Percocet came up missing during a midnight shift.

As a result, every employee working that shift, including Ms. Moore, took a required drug test. MRO, the company analyzing the results, contacted Ms. Moore to inquire about her prescriptions because her drug test came back positive. After the company verified Ms. Moore’s prescriptions, it informed TMH that her test was negative.

{¶4} Thereafter, employees, including Ms. Moore, were required to take a second drug test. This second screening was simply a random test. Ms. Moore was quite upset that she was required to take two drug tests within a month of each other. MRO attempted to contact Ms. Moore to verify her prescriptions once again. However, MRO was unable to reach her.

Health System or Warren Ohio Hospitals Co., LLC, dba Trumbull Memorial Hospital. Pursuant to this court’s remand, the trial court filed an entry on May 13, 2015 indicating that it misidentified the defendant in its February 13, 2015 entry, and that the correct name of the defendant is Warren Ohio Hospitals Co., LLC, dba Trumbull Memorial Hospital.

2. Ms. Moore’s deposition was taken on August 20, 2014.

{¶5} In the meantime, Ms. Moore requested to be paid for vacation hours she had accumulated rather than take days off. On April 26, 2013, Ms. Moore inquired about the missing vacation hours on her paycheck. While at TMH, Ms. Moore claims her privacy was invaded because she was told by the chief nurse officer, within earshot of other employees and her young daughter, she needed to verify a positive drug screen. Ms. Moore stresses the positive test results were not from illicit drug use, but rather because of legally prescribed drugs.

{¶6} Regarding her paycheck, Ms. Moore was redirected several places in order to help her with the missing hours. Ms. Moore had an incident with human resources. She became discourteous toward other employees. She began yelling at them and speaking in a rude, very loud, hateful tone of voice. Apparently, no resolution to the paycheck issue would be made until the drug test issue was resolved.

{¶7} Michael Konitsney, president of Local 2804, had personal contact with Ms.

Moore on April 26, 2013, after receiving a call from human resources.3 Mr. Konitsney stated “[he] raised [his] voice at [Ms. Moore] on two or three occasions because she was so irate and - - and talking so loud and forcefully, [he] was trying to understand what she was saying.” Mr. Konitsney described Ms. Moore’s behavior as “very unruly.” He said “[s]he wanted her paycheck, she wanted it right then.”

{¶8} On May 16, 2013, TMH sent Ms. Moore a “Separation Notice” indicating her employment was terminated. The notice set forth numerous instances where Ms. Moore failed to meet expectations, including: six instances of failure to perform job duties which were detrimental to patient care; one instance of discourteous treatment of patients; and three instances of discourteous treatment of other employees. 3. Mr. Konitsney’s deposition was taken on August 21, 2014.

{¶9} As a result of her termination, Ms. Moore filed a complaint on February 4, 2014, alleging she was terminated from TMH due to racial discrimination. TMH filed an answer on February 21, 2014. Thereafter, on August 20, 2014, Ms. Moore filed an amended complaint in which she included a claim for invasion of privacy. TMH filed an answer on September 2, 2014.

{¶10} On December 31, 2014, TMH filed a motion for summary judgment. On January 22, 2015, Ms. Moore filed a “Motion to Compel and Motion for Sanctions” alleging that TMH had not responded to a September 19, 2014 interrogatories and documents request.4 On that same date, Ms. Moore also filed a memorandum in response to TMH’s motion for summary judgment. On February 9, 2015, TMH filed a reply brief.

{¶11} On February 13, 2015, the trial court granted summary judgment in favor of TMH. Ms. Moore timely appealed and presents the following two assignments of error:

{¶12} “[1.] The Trial Court abused its discretion in rendering summary judgment before allowing Plaintiff-Appellant an opportunity to have the discovery requested of Defendant-Appellee five months before Plaintiff-Appellant was forced to file ‘PLAINTIFF’S MOTION TO COMPEL AND MOTION FOR SANCTIONS’ in order to have adequate opportunity to respond to Defendant-Appellee’s pre-maturely filed ‘MOTION FOR SUMMARY JUDGMENT.’”

{¶13} “[2.] THE TRIAL COURT ERRED AS A MATTER OF LAW BY TAKING A VERY NARROW VIEW OF THE PLAINTIFF-APPELLANT’S CLAIM FOR BREACH OF CONFIDENTIALITY REGARDING THE WRONGFUL DISCLOSURE BY DEFENDANT- 4. The trial court did not rule on Ms. Moore’s motion.

APPELLEE, THROUGH ITS AGENTS, OR PLAINTIFF-APPELLANT’S CONFIDENTIAL PERSONAL HEALTH INFORMATION.”

{¶14} Ms. Moore takes issue with the trial court’s granting summary judgment in favor of TMH.

{¶15} “Summary judgment is a procedural tool that terminates litigation and thus should be entered with circumspection. Davis v. Loopco Industries, Inc., 66 Ohio St.3d 64, 66 * * * (1993). Summary judgment is proper where (1) there is no genuine issue of material fact remaining to be litigated; (2) the movant is entitled to judgment as a matter of law; and (3) it appears from the evidence that reasonable minds can come to but one conclusion, and, viewing the evidence in the non-moving party’s favor, that conclusion favors the movant. See e.g. Civ.R. 56(C).

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Moore v. Trumbull Mem. Hosp., 2016 Ohio 1366 (Ohio Ct. App. 2016).

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