Moore v. Trumbull Mem. Hosp.

2016 Ohio 1366
CourtOhio Court of Appeals
DecidedMarch 31, 2016
Docket2015-T-0020
StatusPublished
Cited by2 cases

This text of 2016 Ohio 1366 (Moore v. Trumbull Mem. Hosp.) is published on Counsel Stack Legal Research, covering Ohio Court of Appeals primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

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

Opinion

[Cite as Moore v. Trumbull Mem. Hosp., 2016-Ohio-1366.]

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.

2 {¶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.

3 {¶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.

4 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

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