Sandra Slater v. United States Steel Corporation

CourtCourt of Appeals for the Eleventh Circuit
DecidedFebruary 24, 2016
Docket12-15548
StatusPublished

This text of Sandra Slater v. United States Steel Corporation (Sandra Slater v. United States Steel Corporation) is published on Counsel Stack Legal Research, covering Court of Appeals for the Eleventh Circuit primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Sandra Slater v. United States Steel Corporation, (11th Cir. 2016).

Opinion

Case: 12-15548 Date Filed: 02/24/2016 Page: 1 of 112

[PUBLISH]

IN THE UNITED STATES COURT OF APPEALS

FOR THE ELEVENTH CIRCUIT __________________________

No. 12-15548 __________________________

D.C. Docket No. 2:09-cv-01732-KOB

SANDRA SLATER,

Plaintiff - Appellant,

versus

U. S. STEEL CORPORATION,

Defendant - Appellee.

__________________________

Appeal from the United States District Court for the Northern District of Alabama __________________________

(February 24, 2016)

Before TJOFLAT and WILLIAM PRYOR, Circuit Judges, and SCOLA, * District Judge.

*Honorable Robert N. Scola, Jr., United States District Judge for the Southern District of Florida, sitting by designation. Case: 12-15548 Date Filed: 02/24/2016 Page: 2 of 112

PER CURIAM:

The equitable doctrine of judicial estoppel, also known as the doctrine of

preclusion of inconsistent positions, “precludes a party from asserting a . . .

position that contradicts or is inconsistent with a prior position taken by the same

party.” 18 James Wm. Moore et al., Moore’s Federal Practice ¶ 131.13[6][a] (3d

ed. 2015). The doctrine differs from the doctrines of issue and claim preclusion in

that the policy animating it “is not [primarily] concerned with preserving the

finality of judgments” but is concerned, instead, with “the orderly administration of

justice and regard for the dignity of court proceedings.” Id. ¶ 131.13[6][c]. The

doctrine may be invoked by a third party: that is, someone who was not a party in

the adversary’s prior proceeding and therefore would suffer no prejudice were the

adversary permitted to go forward with the inconsistent position. Id. ¶ 134.33[1]. 1

This is so in our circuit. We do not require that the party invoking the

doctrine have been a party in the prior proceeding. “The doctrine of judicial

estoppel protects the integrity of the judicial system, not the litigants; therefore, . . .

[w]hile privity and/or detrimental reliance are often present in judicial estoppel

cases, they are not required.” Burnes v. Pemco Aeroplex, Inc., 291 F.3d 1282,

1286 (11th Cir. 2002) (alteration in original) (quotation marks omitted) (quoting

1 “The majority rule is that a party is not required to have been a party to the prior proceeding to be able to invoke judicial estoppel.” 18 James Wm. Moore et al., Moore’s Federal Practice, ¶ 134.33[1] (3d ed. 2015). 2 Case: 12-15548 Date Filed: 02/24/2016 Page: 3 of 112

Ryan Operations G.P. v. Santiam-Midwest Lumber Co., 81 F.3d 355, 360 (3d Cir.

1996)).

I.

A.

The case at hand is an employment-discrimination action brought by Sandra

Slater against United States Steel Corporation (“U.S. Steel”), her former

employer. 2 Slater raises two issues on appeal: (1) whether the District Court

correctly granted summary judgment to U.S. Steel on her claim for “racial . . .

discrimination,” and (2) whether the District Court correctly dismissed other

employment-discrimination claims based on judicial estoppel that had proceeded

past summary judgment and were set for trial. We affirm the District Court on

both issues. 3

2 Slater’s complaint contained three counts. In Count One, Slater alleged that U.S. Steel discriminated against her on the basis of gender, in violation of Title VII of the Civil Rights Act of 1964, 42 U.S.C § 2000e et seq. (“Title VII”), when U.S. Steel (1) refused to count the time Slater spent in its Gary, Indiana mill toward her seniority status at its Fairfield, Alabama mill; (2) assigned Slater to perform menial janitorial duties; and (3) refused to train Slater to operate heavy machinery. In addition, the District Court interpreted Count One to make out a “claim for sex discrimination based on quid pro quo discrimination.” In Count Two, Slater alleged that U.S. Steel retaliated against her, in violation of Title VII and 42 U.S.C. § 1981, when it laid her off after she complained about (1) “racial and sexual discrimination” and (2) U.S. Steel’s decision to retain a white woman with less than three years of service at U.S. Steel, while laying off more-senior African-American employees during a round of layoffs supposedly restricted to employees with three years of service or less. In Count Three, Slater attempted to recast each of the previous allegations as “racial and sexual discrimination,” in violation 42 U.S.C. § 1981. 3 The District Court correctly granted U.S. Steel summary judgment on Slater’s claim for racial discrimination based on disparate treatment “because . . . [Slater] failed to present evidence that . . . [U.S. Steel] treated similarly situated white employees more favorably and 3 Case: 12-15548 Date Filed: 02/24/2016 Page: 4 of 112

Twenty-one months after bringing this lawsuit, Slater, represented by

separate counsel, filed a Chapter 7 bankruptcy petition.4 In filling out the

Statement of Financial Affairs part of her petition, Slater, under penalty of perjury,

answered “none” to the Personal Property Schedule B question asking whether she

had any “contingent and unliquidated claims” and “none” to the Statement of

Financial Affairs question asking whether she was, or had been within one year

immediately preceding the filing of her petition, “a party” to any “suits and

administrative proceedings.”

ha[d] failed to establish her prima facie case on th[e] claim.” We agree. We review the District Court’s grant of summary judgment de novo. Cook v. Bennett, 792 F.3d 1294, 1298 (11th Cir. 2015). As part of her prima facie case, Slater needed to prove: (1) she belonged to a protected class; (2) she was qualified for her job; (3) she suffered an adverse employment action; and (4) the employer treated a similarly situated employee outside of her protected class more favorably. Flowers v. Troup Cty. Sch. Dist., 803 F.3d 1327, 1336 (11th Cir. 2015); Maynard v. Bd. of Regents, 342 F.3d 1281, 1289 (11th Cir. 2003) (citing McDonnell Douglas Corp. v. Green, 411 U.S. 792, 802, 93 S. Ct. 1817, 1824, 36 L. Ed. 2d 668 (1973)). Slater, who is black, contended that Carolyn Farless, a white woman, is a similarly situated employee outside of Slater’s protected class who was treated more favorably because Farless had been allowed to transfer service time earned at a different worksite to Farless’s current worksite to count toward her seniority status, while Slater was not able to transfer her service time. Farless is not a proper comparator because, unlike Slater, she was not a transfer employee. Similarly situated employees must be “nearly identical to the plaintiff in order ‘to prevent courts from second- guessing employers’ reasonable decisions and confusing apples with oranges.’” Silvera v. Orange Cty. Sch. Bd., 244 F.3d 1253, 1260 (11th Cir. 2001) (quoting Maniccia v. Brown, 171 F.3d 1364, 1368–69 (11th Cir. 1999)). Slater also argues that Ricci v. DeStefano, 557 U.S. 557, 577–78, 129 S. Ct. 2568, 2672– 73, 174 L. Ed. 2d 490 (2009) (discussing the prohibition on disparate-impact discrimination), applies to her claim for racial discrimination. Because this argument was raised for the first time on appeal, we decline to address it.

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