Walker v. City of Fremont, Nebraska

CourtDistrict Court, D. Nebraska
DecidedFebruary 4, 2021
Docket8:19-cv-00356
StatusUnknown

This text of Walker v. City of Fremont, Nebraska (Walker v. City of Fremont, Nebraska) is published on Counsel Stack Legal Research, covering District Court, D. Nebraska primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Walker v. City of Fremont, Nebraska, (D. Neb. 2021).

Opinion

FOR THE DISTRICT OF NEBRASKA TINA J. WALKER, Plaintiff, 8:19CV356 vs.

CITY OF FREMONT, a political subdivision MEMORANDUM AND ORDER of the State of Nebraska; SCOTT GETZSCHMAN, in his official capacity as mayor and individually; BRIAN NEWTON, in his official capacity as city administrator and individually; and SHANE WIMER, in his official capacity as assistant city administrator and individually, Defendants.

This matter is before the Court on defendants’ motion for partial summary judgment pursuant to Fed. R. Civ. P. 56. Filing No. 41. Also, before the Court is plaintiff’s motion to extend time to file amended pleadings. Filing No. 45. Plaintiff filed this action seeking relief for employment related and civil rights claims against these defendants. Plaintiff based this action on allegations that she was discriminated against on the basis of her sex in violation of 42 U.S.C. § 2000e-2 and Neb. Rev. Stat. §48-1004 (Counts I and II) and retaliated against in violation of Title VII and 42 U.S.C. § 2000e-3 and Neb. Rev. Stat. §48-1114(1)(a) and (b) (Counts III and IV). She further alleges violations of the Equal Pay Act (29 U.S.C. § 206(d)(1) et. seq.) (Count V), the First Amendment (42 U.S.C. 1983) (Count VI), Disability Discrimination Alleged Against Defendant Fremont, 42 U.S.C. §§ 12101 et seq. (“ADA”) (Count VII), Disability Discrimination Alleged Against Defendant Fremont, Neb. Rev. Stat. §48-1104 (“NFEPA”) (Count VIII), Disability §48-1114(1)(a) and (b) (Counts IX and X), Whistleblower Retaliation Alleged Against Defendant Fremont Neb. Rev. Stat. §48-1114(1)(c) (Count XI), Violations of the Family Medical Leave Act Alleged Against All Defendants 29 U.S.C. 2601 et seq. (Count XII Second Amended Complaint, Filing No. 30. As stated in this Court’s previous Memorandum and Order, “[p]laintiff Tina J. Walker (herein “Walker”) has been employed by the City of Fremont since July of 2016, most recently as the Library Director. She initially reported to defendant Brian Newton (hereinafter “Newton”), who served the City of Fremont as the City Administrator. She was later supervised by the Assistant City Administrator, defendant Shane Wimer

(hereinafter “Wimer”). At all relevant times, defendant Scott Getzschman (hereinafter “Getzschman”) was the elected Mayor of the City of Fremont. Walker alleges she was harassed for several months by her supervisor, defendant Newton. In September of 2017, Walker reported to the City Council that Newton had lied to the City Council and violated the City’s Union Contract. The next day, Walker alleges she was disparaged, reprimanded, and told by Gertzschman not to speak at City Council meetings unless called upon to do so. On September 18, 2017, Walker filed a written complaint of gender discrimination and retaliation with the City Attorney against Newton and Getzschman. An outside law firm was brought in to investigate Walker’s claims. Walker alleges she began to receive

negative written performance evaluations, even though she was verbally told by Wimer that her work was outstanding. On February 20, 2018, Walker’s attorney notified the H.R. Director that Walker had retained counsel and would be filing an Equal Employment Opportunity Commission (EEOC) and Nebraska Equal Employment Opportunity Walker received an updated performance evaluation that was more negative than the original versions. Additionally, she alleges she was only given a cost of living raise while Newton and Wimer received raises substantially higher than what Walker received.” Filing No. 16 at 2. A. Motion to Extend Time Plaintiff asks this Court to extend her time to file another Amended Complaint. Plaintiff alleges she was constructively discharged after the filing of this lawsuit. She has since filed this claim with the EEOC. She asks the Court to permit her to amend her claim after her 90 day time limit with the EEOC has run. Defendants oppose this motion.

Defendants argue that because there is already a timely filing with the EEOC in this case, plaintiff does not have to amend her complaint. Defendants contend there is no good cause to file an amended complaint as the constructive discharge allegation is no greater than the sweep of the second amended complaint. The Eighth Circuit has stated that a “plaintiff will be deemed to have exhausted administrative remedies if the allegations of the judicial complaint are like or reasonably related to the administrative charges that were timely brought.” Wallace v. Interbake Foods, LLC, 973 F. Supp. 2d 1067, 1075 (D.S.D. 2013) (citing Anderson v. Block, 807 F.2d 145, 148 (8th Cir.1986)); Wedow v. City of Kansas City, Mo., 442 F.3d 661, 673 (8th Cir. 2006); Parisi v. Boeing Co., 400 F.3d 583, 585 (8th Cir. 2005). “‘We do not require

that subsequently-filed lawsuits mirror the administrative charges’ as long as ‘the sweep of any subsequent judicial complaint’ is no broader than ‘the scope of the EEOC investigation which could reasonably be expected to grow out of the charge’ filed in the EEOC complaint.” Wedow, 442 F.3d at 674 (quoting Duncan v. Delta Consol. Indus., [Title VII] suggests it intended to require a layperson, while making this difficult decision, to follow such a two-step process in order to preserve any remedy if he [or she] is constructively discharged.” Green v. Brennan, 136 S. Ct. 1769, 1778 (2016). The Court agrees that plaintiff is likely covered under her previous filing with the EEOC in terms of the constructive discharge allegation, assuming it is related to the substance of the previous filing. Dittemore v. Transit Auth. of the City of Omaha, No. 8:16-CV-23, 2016 WL 3945154, at *4 (D. Neb. July 19, 2016) (explaining “[t]he scope of a civil suit may be as broad as the scope of the administrative investigation ... but it cannot be broader.”). To make the allegations clear to the parties, the Court will allow plaintiff to

file a further amend her complaint at this time to include her allegations of constructive discharge. Likewise, if after the EEOC process has expired plaintiff feels as though she needs to further amend, she may so motion the Court. B. Motion for Partial Summary Judgment (1) Law Summary judgment should be granted “if the movant shows that there is no genuine dispute as to any material fact and the movant is entitled to judgment as a matter of law.” Fed. R. Civ. P. 56. “Summary judgment is appropriate when, construing the evidence most favorably to the nonmoving party, there is no genuine issue of material fact and the moving party is entitled to judgment as a matter of law.” Crozier v. Wint, 736

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Bluebook (online)
Walker v. City of Fremont, Nebraska, Counsel Stack Legal Research, https://law.counselstack.com/opinion/walker-v-city-of-fremont-nebraska-ned-2021.