Okros v. Angelo Iafrate Constr. Co.

298 F. App'x 419
CourtCourt of Appeals for the Sixth Circuit
DecidedOctober 17, 2008
Docket07-1455
StatusUnpublished
Cited by4 cases

This text of 298 F. App'x 419 (Okros v. Angelo Iafrate Constr. Co.) is published on Counsel Stack Legal Research, covering Court of Appeals for the Sixth Circuit primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Okros v. Angelo Iafrate Constr. Co., 298 F. App'x 419 (6th Cir. 2008).

Opinion

ALICE M. BATCHELDER, Circuit Judge.

John Okros sued his former employer, Angelo Iafrate Construction Company (“Iafrate”), in federal district court, claiming a violation of the Americans with Disabilities Act, 42 U.S.C.A. § 12101 et seq., and asserting direct evidence of that violation. This direct evidence — as relayed by Okros and three witnesses who listened on a speaker phone to Okros’s end of a telephone conversation — was that Iafrate’s Vice President of Operations, Dave Michael, admitted to firing Okros because of his Tourette’s syndrome and even called Okros a “stuttering prick.” But, Dave Michael insisted that this phone call never happened.

At trial, the jury believed Okros and awarded him $1 million in damages. After trial, however, Iafrate discovered conclusive evidence that the call had never actually occurred — i.e., telephone company records for Okros’s phone line 1 revealed that no call had been made from that phone to Iafrate or Dave Michael on the night in question. Iafrate moved the district court for a new trial, but the court — despite acknowledging a likely “fraud on the court” — denied the motion based on its finding that Iafrate could have, with due diligence, discovered this evidence earlier.

*421 Iafrate now appeals the denial of its motion for new trial, arguing, among other things, 2 that the district court abused its discretion when it acknowledged but then ignored the perpetration of “fraud on the court” by Okros’s attorney, Kenneth Hardin. Because we agree with Iafrate, we REVERSE the judgment and REMAND for further proceedings consistent with this opinion.

I.

From 1998 until 2001, defendant-appellant Iafrate employed plaintiff-appellee Okros as a heavy-equipment operator. Okros has Tourette’s syndrome and has had it since he was five, though he is not disabled. Dave Michael was Iafrate’s Vice President of Operations, who originally hired Okros in 1998 and approved Okros for a management-training program in April 2001.

According to Iafrate, Okros resigned without notice on August 31, 2001, leaving a short (and rude) telephone message for Dave Michael in which he boasted that he was taking a better job at Ford. But, on October 1, 2001, Okros returned to Iafrate, attempting to reclaim his former heavy-equipment-operator job, and a foreman named Bob Crane rehired Okros, even though Crane had no authority to do so. Because Okros had not gone through proper channels, Iafrate terminated him immediately (October 4, 2001). Iafrate explained that heavy-equipment operation is a union job and job openings are filled from a list at the union hall. Also, the positions in Iafrate’s management-training program, in which Okros had worked all of that summer, are management positions, so Okros’s pay and benefits would have been entirely different from those of a heavy-equipment operator. Finally, Dave Michael, who was ultimately responsible for all hiring and firing, was still angry with Okros for the way in which he had resigned without notice in August.

According to Okros, however, he had not resigned in August, but instead had contacted Dave Michael to inform him that he was disenchanted with the training program and wanted to go back to being a heavy-equipment operator. Dave Michael allegedly agreed and even encouraged Okros to do so. Thus, according to Okros, he was properly rehired on October 1, 2001, but then fired without explanation on October 4, 2001. That evening, Okros — using a speaker-phone in the spare bedroom of his apartment, and with witnesses standing ready — made a telephone call, which he said was to Dave Michael at the Iafrate offices, seeking an explanation for why he had been fired, whereupon “Michael” revealed that he had fired Okros because Okros’s Tourette’s syndrome made him a liability to the company, and even called Okros a “stuttering prick.”

Okros filed a charge with the EEOC and, upon obtaining a right-to-sue letter, hired Mr. Hardin and sued Iafrate in federal court claiming a violation of the Americans with Disabilities Act, 42 U.S.C.A. § 12101 et seq., on a regarded-as theory. 3 During discovery, Mr. Hardin described *422 the nature of the claim as: “[o]n or about October 4, 2001, David Michaels [sic], [Iafrate]’s officer and agent, and [Okros] engaged in a telephone conversation wherein Mr. Michaels [sic] specifically stated that [Okros] was being terminated because [Iafrate] regarded him as a liability due to his Tourette’s Syndrome.” At this point, Iafrate’s defense did not address the (outrageous) telephone conversation at all, but instead, Iafrate insisted that Okros had not even been fired, let alone fired due to his disability, as no one at Iafrate even suspected that Okros had a disability. Iafrate explained:

[Iafrate] did not terminate [Okros]. [Okros] resigned voluntarily from his employment with [Iafrate]. [Okros] later resumed the operation duties, but not the field engineer duties, he had previously performed for [Iafrate] without being rehired by [Iafrate] by circumventing [Iafrate]’s hiring/rehiring process. When this was discovered by [Iafrate], [Okros] was taken off the payroll for circumventing the rehiring process. [Iafrate] was completely unaware of [Okros]’s alleged impairment.

And, even though Iafrate was not yet focused on this aspect of the case, Dave Michael had — as he has throughout — consistently and emphatically denied that the call had ever occurred (and correspondingly, denied ever making the offensive remarks that Okros attributes to him).

The oddity of this particular denial — and Michael’s stubborn insistence on it — is noteworthy. It is odd because Okros could disprove the denial so easily if it were untrue. At the opening of this case, Michael (and Iafrate) had no reason to suspect that Okros did not have, or could not get, his phone records and every reason to assume that he had them or could get them easily. Within days — if not earlier— of his termination and the purported telephone call (October 4, 2001), Okros had hired an attorney and pursued the matter with the EEOC. Even if Okros did not himself think to keep his phone bill when it arrived at the end of the month, it is certainly reasonable to assume that either his attorney or the EEOC would have counseled him to do so. If Okros had actually made the call (or any call to Iafrate’s offices on the night in question), he could simply produce his phone bill to prove it and, with one swift parry, destroy both Michael’s credibility and Iafrate’s defense. So, at least from this perspective, Michael’s assertion that the phone call never occurred was not a very attractive defense. But, from our present perspective, it is noteworthy that this particular denial, if untrue, had such an enormous downside and such a correspondingly high probability of detection. That Michael would put so much at risk when other options (i.e., other denials) were available, 4 gives this denial added credibility in light of Okros’s failure to refute it. But Iafrate did not immediately pursue this theory of defense. Instead, Iafrate made only an informal request for the phone records, and opted to pursue and emphasize its other defenses.

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Bluebook (online)
298 F. App'x 419, Counsel Stack Legal Research, https://law.counselstack.com/opinion/okros-v-angelo-iafrate-constr-co-ca6-2008.