Thomerson v. Covercraft Industries, LLC

CourtDistrict Court, E.D. California
DecidedJune 11, 2024
Docket1:24-cv-00690
StatusUnknown

This text of Thomerson v. Covercraft Industries, LLC (Thomerson v. Covercraft Industries, LLC) is published on Counsel Stack Legal Research, covering District Court, E.D. California primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Thomerson v. Covercraft Industries, LLC, (E.D. Cal. 2024).

Opinion

IN THE UNITED STATES DISTRICT COURT FOR THE DISTRICT OF SOUTH CAROLINA CHARLESTON DIVISION

PHALA E. VELARDE, ) ) Plaintiff, ) No. 2:23-cv-02225-DCN ) vs. ) ORDER ) COVERCRAFT INDUSTRIES, LLC, and ) JASBIR PATEL, ) ) Defendants. ) ____________________________________)

This matter is before the court regarding discretionary transfer of the case pursuant to 28 U.S.C. § 1404(a). It is also before the court on plaintiff Phala E. Velarde’s (“Velarde”) motion for default judgment. ECF No. 44. For the reasons set forth below, the court DENIES the motion for default judgment and TRANSFERS the case to the Eastern District of California. I. BACKGROUND This dispute arises from Velarde’s employment with defendant Covercraft Industries, LLC (“Covercraft”) as a sales management employee.1 Within the past several years, Covercraft was acquired by private equity hedge funds—first by Century Park Capital Partners and more recently by Audax Private Equity (“Audax”).2 Relevant to this suit, Audax installed defendant Jasbir Patel (“Patel”) (together with Covercraft, “defendants”) to lead its management takeover team after the acquisition with the

1 Unless otherwise indicated, the facts are taken from the complaint. ECF No. 1, Compl. 2 Velarde’s complaint describes Audax as being based in Boston and San Francisco and working as a leading middle market investment firm that uses a “disciplined buy-and-build approach.” Compl. ¶ 7. purpose of overhauling the company and increasing the company’s value in a future sale. One strategy used was to reduce the cost of the Covercraft payroll by instituting a mass layoff of Covercraft employees (the “Private Equity Layoff Strategy”). On March 1, 2023, defendants called each of the plaintiffs,3 and, in some cases, followed up with an

email, to inform them that their employment with Covercraft was terminated, that their Covercraft computer connections would be turned off in ten minutes, and that their positions were being eliminated. Velarde alleges that the termination decisions were impermissibly based on age and gender. Velarde alleges that the Private Equity Layoff Strategy unequally targeted older employees for termination. As of that date of termination, Velarde was sixty-four years old. Velarde points to three examples which allegedly demonstrate that defendants impermissibly terminated her employment and that of two other former sales management employees over the age of sixty—John A. Thomerson (“Thomerson”) and Erik Guldager (“Guldager”)—on the basis of their ages.4 First, in or around January

2023, at a Covercraft manager meeting, Guldager asked Patel a question about a

3 Four plaintiffs originally brought this action: Velarde, John A. Thomerson (“Thomerson”), Erik Guldager (“Guldager”), and Elizabeth White (“White”). ECF No. 1, Compl. On March 25, 2024, this court issued an order which granted the defendants’ motion to transfer, ultimately transferring Thomerson, Guldager, and White’s claims to the Western District of Oklahoma pursuant to the forum selection clauses in their respective arbitration agreements with Covercraft. ECF No. 40. The court, however, found that Velarde was not bound by an arbitration agreement and that the § 1404(a) factors did not favor transfer of her claim to Oklahoma. Id. at 1–2. 4 At the time of their termination, Thomerson was sixty-six years old, Guldager was sixty-three years old, and Velarde was sixty-four years old. Compl. ¶¶ 1, 12, 25. Covercraft also terminated Elizabeth White (“White”) who, at that time was thirty-six years old. Id. Covercraft did not terminate two sales management emplopyees: (1) Robert Horvath, a fifty-six-year-old male, and (2) Rick Elias, a forty-eight-year-old male. Id. proposed action, and Patel allegedly responded, “you’re too old to understand.” Second, Velarde alleges that Patel, who is around fifty years old, has surrounded himself with a management takeover team which consists of individuals who are around forty years of age. Third, Velarde emphasizes that defendants chose to terminate all of the employees

who were in their sixties, with the remaining sales representatives being fifty-six, forty- eight, and thirty-six years of age.5 Velarde also alleges that the Private Equity Layoff Strategy unequally targeted women employees for termination. First, Patel staffed his management takeover team primarily with men, with only one female vice president included. Second, at the SEMA Show in Las Vegas, Nevada, Patel allegedly addressed Velarde and another female employee Elizabeth White (“White”) with the question, “Am I supposed to know who you are?” which is a condescension he allegedly did not direct toward any male management attendees. Third, even though White and Velarde were the only two female sales management employees of the six in that Decisional Unit, “they constituted fifty percent of those sales management employees adversely affected”6 by the layoffs.

Altogether, Velarde relies on these allegations to conclude that defendants’ decision to layoff White and Velarde was motivated by an impermissible sex animus. On May 24, 2023, Velarde and three other plaintiffs filed a complaint alleging seven causes of action.7 ECF No. 1, Compl. On March 25, 2024, the court granted, in

5 The thirty-six-year-old employee was Elizabeth White who was also terminated. Compl. ¶ 25. 6 The court infers that the defendants laid off four of the six sales management employees, which included White and Velarde. 7 Velarde’s causes of action are detailed in turn: (1) age discrimination in violation of the Age Discrimination in Employment Act (“ADEA”), 29 U.S.C. § 621 et seq., Compl. ¶¶ 56–60; (2) sex discrimination in violation of Title VII of the Civil Rights part, defendants’ motion to transfer and transferred Thomerson, Guldager, and White’s claims to the Western District of Oklahoma pursuant to the forum selection clauses included in their respective arbitration agreements. ECF No. 31. The court severed and retained Velarde’s claims upon finding that she was not bound by an arbitration

agreement and noted that it was inclined to transfer the case to a district court in California pursuant to 28 U.S.C. § 1404(a). Id. at 1–2 & n.2. It directed the parties to submit briefs on the question of transfer to California within twenty-one days of the filing of the order, should the party wish to be heard on the question of transfer. Id. On April 15, 2024, Velarde filed a brief opposing transfer of the case to California. ECF No. 43. Defendants did not file a brief. Three days later, on April 18, 2024, Velarde filed a motion for default judgment. ECF No. 44. Defendants responded in opposition to that motion on May 2, 2024, ECF No. 46, to which Velarde replied on May 4, 2024, ECF No. 47. As such, this motion has been fully briefed and is now ripe for review. II. STANDARD

A. Motion for Default Judgment Securing a default judgment is a two-step process. First, upon a defendant’s failure to plead or otherwise defend within the permissible period for response, a plaintiff must file a motion requesting the clerk of court for an entry of default. Fed. R. Civ. P. 55(a). Second, where the plaintiff’s claim is not for sum certain, he or she must “apply to

Act of 1964 (“Title VII”), 42 U.S.C. § 2000e et seq., id. ¶¶ 61–65; (3) breach of contract, id. ¶¶ 66–68; (4) breach of contract accompanied by fraudulent act, id.

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Thomerson v. Covercraft Industries, LLC, Counsel Stack Legal Research, https://law.counselstack.com/opinion/thomerson-v-covercraft-industries-llc-caed-2024.