Taryn Piers v. State of Missouri Department of Corrections

CourtMissouri Court of Appeals
DecidedApril 9, 2024
DocketWD85939
StatusPublished

This text of Taryn Piers v. State of Missouri Department of Corrections (Taryn Piers v. State of Missouri Department of Corrections) is published on Counsel Stack Legal Research, covering Missouri Court of Appeals primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Taryn Piers v. State of Missouri Department of Corrections, (Mo. Ct. App. 2024).

Opinion

IN THE MISSOURI COURT OF APPEALS WESTERN DISTRICT TARYN PIERS, ) ) Respondent, ) v. ) WD85939 ) ) OPINION FILED: STATE OF MISSOURI ) April 9, 2024 DEPARTMENT OF CORRECTIONS, ) ) Appellant. )

Appeal from the Circuit Court of Buchanan County, Missouri The Honorable David L. Bolander, Judge

Before Division Two: Anthony Rex Gabbert, Presiding Judge, and Karen King Mitchell and Janet Sutton, Judges

The Missouri Department of Corrections (DOC) appeals from a judgment entered

against it on Taryn Piers’s claim of retaliation under the Missouri Human Rights Act

(MHRA). DOC raises three points on appeal, two of which claim error based on the

denial of its motion for judgment notwithstanding the verdict (JNOV), which claimed

trial court error in submitting Piers’s claim to the jury because (1) Piers failed to prove

DOC took any materially adverse action in transferring her to a new job; and (2) Piers

failed to prove harm resulting from the job transfer. In its third point, DOC claims the trial court erred in allowing a previously undisclosed witness to testify at trial. 1 Finding

that DOC failed to preserve its first two points and finding no error in the third, we

affirm.

Background 2

Piers filed an employment-discrimination action under the MHRA against DOC

alleging retaliation, associational disability discrimination, and sex discrimination.

Following an August 2022 trial, the jury returned a verdict in DOC’s favor on the counts

of associational disability discrimination and sex discrimination and in Piers’s favor on

her retaliation claim. The trial court entered judgment on September 14, 2022, for Piers

in the amount of $500,000 in non-economic damages, $270,507.50 in attorneys’ fees, and

$9,366.89 in costs. DOC then filed its Motion for JNOV or, in the Alternative, a New

Trial, or Remittitur on October 14, 2022. The trial court denied the motion on

December 17, 2022.

We note that none of DOC’s three Points Relied On identifies the precise ruling 1

by the trial court that is the basis of DOC’s appeal, as required by Rule 84.04(d)(1)(A). Points I and II concern the denial of DOC’s motion for directed verdict, not, as identified in the point relied on, the denial of its motion for JNOV. Point III concerns the overruling of DOC’s objection to testimony. All Rule references are to the Missouri Supreme Court Rules (2023). 2 In an appeal from the denial of a directed verdict or JNOV, “this Court considers the evidence and all reasonable inferences drawn therefrom in the light most favorable to the plaintiff and disregards all contrary evidence and inferences.” Delacroix v. Doncasters, Inc., 407 S.W.3d 13, 26 (Mo. App. E.D. 2013). “The jury’s verdict will be reversed only if there is a complete absence of probative facts to support the jury’s conclusion.” Id. (quoting Keveney v. Mo. Mil. Acad., 304 S.W.3d 98, 104 (Mo. banc 2010)).

2 Piers was employed by DOC in 2011 as a Probation and Parole Officer I. Her

goal from the beginning of her employment with DOC was to work as a Drug Court

Officer. She testified that she was the child of an addict and wanted to witness how Drug

Court programs help addicts. In 2018, she became a Drug Court Officer, which she

found “more fulfilling” than her job as a “regular” probation officer, with a higher level

of satisfaction from seeing clients complete the programs. She took on a full Drug Court

caseload from a retiring Drug Court Officer. The person to whom she initially reported at

Drug Court had no complaints or concerns about Piers’s work. Things changed when a

new supervisor (Supervisor) took over.

Since her start date with DOC in 2011, Piers had used Family and Medical Leave

Act (FMLA) leave to care for her son and sought approval to use flex time to put in 40

hours per week. Piers’s son, nineteen years old at the time of trial, was diagnosed as an

infant with cystic fibrosis, a disease requiring regular care. Approval to use flex time was

granted previously, but Supervisor denied Piers’s requests if the reason was to care for

her son. When she informed Supervisor of the need to take FMLA leave, Supervisor

would say things like “what’s wrong with him now?” and roll her eyes. Piers was

accused of “stealing” from the state and not reporting all of her leave time. In early 2019,

concerned that her son was depressed over his illness, Piers took FMLA leave and

acknowledged that it inconvenienced her Drug Court coworkers.

Supervisor put several written notes of performance violations in Piers’s file. One

was based on a photograph taken by another employee, causing Supervisor to accuse

Piers of violating DOC’s dress code by wearing a skirt that was too short. Piers testified

3 that she had worn the same clothing “hundreds of times” before without issue and was

never shown the photograph. Supervisor issued another note to Piers’s file when Piers

arrived late due to a medical issue with her son. Later that day, Piers worked after hours

to finish a project needed by a judge the next day, even though Supervisor had denied

Piers’s request to work late.

On July 19, 2019, Piers emailed a DOC District Administrator (to whom

Supervisor reported) to report that Supervisor was subjecting Piers to a hostile work

environment. On October 8, 2019, a “conflict resolution meeting” took place, attended

by Piers, Supervisor, and two DOC employees holding the position of Civil Rights

Officer II. After that meeting, Piers emailed one of the Civil Rights Officer II employees

to ask for a chance to speak in person about her discrimination complaint and her fear of

retaliation. In response, she was asked to provide written documentation of the instances

of discrimination. Piers declined, fearing that a written response would lead to

retaliation.

On November 14, 2019, Supervisor called Piers into Supervisor’s office, told Piers

to “get [her] stuff out” and ordered her to “leave immediately” because Piers was being

transferred by DOC. The transfer was to DOC’s Community Supervision Center, in a

different location in St. Joseph from the Drug Court. On November 22, 2019, the District

Administrator informally announced that a Drug Court Officer position was available.

Piers emailed the District Administrator asking whether she could apply for the position,

but he did not respond.

4 Piers was upset, embarrassed, and in shock at the loss of a job she loved, and she

was unhappy with the work required at the Community Supervision Center. In addition,

although her salary did not decrease, her caseload almost doubled at the new job, and

DOC assigned her older cases with a significant backlog of clients and reports needing

attention.

At trial, after Piers had testified, the court allowed Piers’s mother (Mother) to

testify, although Piers had not included Mother on her witness list or disclosed Mother in

responses to DOC’s interrogatories (to which Piers’s counsel had responded with

objections). 3 The jury found in favor of Piers on her retaliation claim and in favor of

DOC on her claims of sex discrimination and associational disability discrimination.

Analysis

DOC appeals from the judgment entered against it on Piers’s claim of retaliation

under the MHRA, § 213.070.1(2). 4 DOC raises three points on appeal: (1)-(2) that the

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Taryn Piers v. State of Missouri Department of Corrections, Counsel Stack Legal Research, https://law.counselstack.com/opinion/taryn-piers-v-state-of-missouri-department-of-corrections-moctapp-2024.