Smith v. Hodges

199 S.W.3d 185, 2005 Ky. App. LEXIS 247, 2005 WL 3116084
CourtCourt of Appeals of Kentucky
DecidedNovember 23, 2005
Docket2005-CA-000057-MR
StatusPublished
Cited by14 cases

This text of 199 S.W.3d 185 (Smith v. Hodges) is published on Counsel Stack Legal Research, covering Court of Appeals of Kentucky primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Smith v. Hodges, 199 S.W.3d 185, 2005 Ky. App. LEXIS 247, 2005 WL 3116084 (Ky. Ct. App. 2005).

Opinion

OPINION

GUIDUGLI, Judge.

This case involves the application of the absolute privilege afforded to defamatory statements made by a witness in the course of a judicial proceeding. Having determined that Kentucky still follows the American Rule and that the statements at issue were relevant and pertinent to the subject of inquiry, we affirm.

On March 29, 2004, Drew W. Smith, the President and CEO of Bob Smith Chevrolet, Inc., filed suit against the company’s former finance manager, Carol Ann Hodges, seeking damages for slander based upon statements she made in a deposition taken in a federal lawsuit. Customer Christopher Neil Smith had filed suit against Smith Chevrolet in the U.S. District Court for the Western District of Kentucky, alleging a negligent and willful violation of the federal Fair Credit Reporting Act 2 (hereinafter “FCRA”) as well as a violation of his privacy when Smith Chevrolet accessed his credit report during a dispute between the parties. 3 In the course of that lawsuit, Hodges gave a deposition on March 27, 2003, during which she testified on direct examination about the lax policies the dealership followed regarding access to credit reports. After testifying that she would have remembered if Smith had asked her to run the credit report, counsel for the plaintiff began questioning Hodges about the reason she left her employment at Smith Chevrolet:

Q. You said you started working at Bob Smith Chevrolet in January of 2001, and you left in September of 2001?
A. Uh-huh (witness answering affirmatively), yes, sir.
Q. Why did you leave your employment with Bob Smith Chevrolet?
A. O.K. At Bob Smith, it’s a very hostile environment.
When I first started there, I had heard good things about Bob Smith Chevrolet and their projection towards the future, and that’s what I was interested in. But after I started working there and I became aware of the situation and the hostility on a day-to-day basis, I couldn’t take it anymore. That’s why I left.
Q. And describe what you mean by the hostility?
A. WTien Drew would call in — and that’s if he wasn’t in the office. He would call in every morning. He would call right at start time. He would have them put him through to the finance office, and he would talk to me, and he would yell at me about things I’d done the day before. And, then, he would say, put me through to service, and you’d put him through to service, and he would yell at them for a while. And, then, he would say, put me through to Linda, and they would put him through to Linda, and he would — I mean, it’s continuous.
Q. Who is Linda?
*187 A. Linda Wright, in the office. She’s the controller.
But he went from person to person to person, and no one ever had a decent phone conversation with him. We were always yelled at.
Q. How would you describe Drew Smith’s mannerisms and treatment of you during that period of time?
A. Aggressive, hostile, abrasive.
Q. And you said you finally left in September of 2001?
A. Yes, sir.
Q. Did you give notice when you left?
A. No, I walked. I just walk[ed] out and left.
Q. Any particular incident that prompted you to walk out and leave?
A. No. It was just being yelled at on a day-to-day basis.
The last time he yelled at me, I just couldn’t take it anymore.
I mean, you take it home. You’ve got all that tension. You take it home, you take it out on your family.
Q. And were there other employees that shared your feelings about Mr. Smith’s—
A. Yes.
Q. —treatment of employees?
A. Yes, sir.
Q. And was this a topic that was discussed among the employees?
A. Yes, sir.
Q. Was there any information or knowledge that came to you regarding why Drew Smith was so abusive, as you’ve described, towards employees?
A. Yes. Drew could have really good moods and everything was going great and business was going great — and it didn’t matter if business was doing really good as to whether he yelled at you or not. He would be in a really good mood, and, then, all of a sudden (indicating), he would slam down to that bad mood, and everybody knew when it was coming and you let everybody know on the phone line, your call is coming. Because it’s common knowledge around the dealership that he has a real bad cocaine problem.
Q. O.K.
A. And when he yells at you, you know you have been yelled at.
Q. Why do you say that?
A. He’s an artist at it. He is.
Q. Would you have described him as a bully?
A. Yes.
Mr. Hemminger: Object to this entire line of questioning as completely irrelevant.
The witness: He is a bully. He likes to badger at you. Tell you you’re incompetent.
By Mr. Mour:
Q. Did he tell you that?
A. When I quit, the day I quit, I went back the next day to pick up my things, he made Linda Wright call him to let him know that I was in the building. And, then, on the phone — and I’ve already quit — he’s telling me how stupid I am and how dumb I am to leave his company. 4

Hodges filed a motion for summary judgment, arguing that her statements were absolutely privileged as they were made while she was giving testimony in a *188 judicial action, citing McClarty v. Bickel 5 and its progeny. Smith responded "with the argument that the statements were not absolutely privileged because the testimony at issue was not material, pertinent or relevant to the subject under inquiry, citing Schmitt v. Mann 6 and General Electric Co. v. Sargent & Lundy. 7 The circuit court entered a Memorandum and Order on December 8, 2004, containing the following Conclusions:

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Bluebook (online)
199 S.W.3d 185, 2005 Ky. App. LEXIS 247, 2005 WL 3116084, Counsel Stack Legal Research, https://law.counselstack.com/opinion/smith-v-hodges-kyctapp-2005.