Tomi Finkle v. Howard County
Filing
UNPUBLISHED PER CURIAM OPINION filed. Originating case number: 1:13-cv-03236-SAG Copies to all parties and the district court/agency. [999769892].. [15-1731]
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UNPUBLISHED
UNITED STATES COURT OF APPEALS
FOR THE FOURTH CIRCUIT
No. 15-1731
TOMI BOONE FINKLE,
Plaintiff - Appellant,
v.
HOWARD COUNTY,
Maryland,
a
municipal
corporation
of
the
State
of
Defendant - Appellee.
Appeal from the United States District Court for the District of
Maryland, at Baltimore.
Stephanie A. Gallagher, Magistrate
Judge. (1:13-cv-03236-SAG)
Submitted:
January 29, 2016
Decided:
March 8, 2016
Before WILKINSON and WYNN, Circuit Judges, and DAVIS, Senior
Circuit Judge.
Affirmed by unpublished per curiam opinion.
Matthew August LeFande, ATTORNEY AT LAW PLLC, Arlington,
Virginia, for Appellant.
Gary W. Kuc, Cynthia G. Peltzman,
Lewis Taylor, HOWARD COUNTY OFFICE OF LAW, Ellicott City,
Maryland, for Appellee.
Unpublished opinions are not binding precedent in this circuit.
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PER CURIAM:
Tomi
Boone
Finkle
appeals
from
the
magistrate
judge’s
orders 1 granting a protective order under Fed. R. Civ. P. 26, and
granting summary judgment to Howard County on her claims that
the County discriminated against her in violation of Title VII
of
the
Civil
Rights
Act
of
1964
(“Title
VII”),
42
U.S.C.A.
§§ 2000e to 2000e-17 (West 2012 & Supp. 2015), and the Maryland
Fair Employment Practices Act, Md. Code Ann., State Gov’t § 20606(a)(1)(i)
(West
2014),
when
she
was
not
selected
for
a
position with the Howard County Police Department’s Volunteer
Mounted Patrol.
Finkle
discretion
discovery
We affirm.
first
in
argues
granting
ruling
for
that
the
an
the
district
protective
abuse
of
court
order.
discretion.
abused
We
its
review
Kolon
a
Indus.
Inc. v. E.I. DuPont de Nemours & Co., 748 F.3d 160, 172 (4th
Cir.),
cert.
denied,
135
S.
Ct.
437
(2014).
An
abuse
of
discretion occurs when the district court’s “decision is guided
by erroneous legal principles or rests upon a clearly erroneous
factual finding.”
United States v. Garcia, 752 F.3d 382, 390
(4th Cir. 2014) (internal quotation marks omitted).
1
The parties consented to full disposition of this case by
a magistrate judge, to whom we refer as the district court.
2
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We discern no abuse of discretion.
Finkle’s request was
overbroad in that she sought subscriber information for four
years’ worth of social media, email, and cell phone and text
messaging
Howard
records
County
for
Police
seven
commanding
Department.
officers
Moreover,
within
Finkle’s
the
broad
request was not limited to the information contained in those
accounts relevant to her claims.
Next, Finkle argues that summary judgment for the County
was inappropriate.
We review de novo a district court’s order
granting summary judgment.
Jacobs v. N.C. Admin. Office of the
Courts, 780 F.3d 562, 565 n.1 (4th Cir. 2015).
When reviewing
an appeal from cross-motions for summary judgment, however, we
separately
“resolve
review
all
the
factual
merits
of
disputes
each
and
motion,
any
taking
competing,
care
to
rational
inferences in the light most favorable to the party opposing
that
motion,”
to
ascertain
“whether
either
of
the
parties
deserves judgment as a matter of law.”
Defs. of Wildlife v.
N.C.
392
Dep’t
of
Transp.,
762
F.3d
(internal quotation marks omitted).
374,
(4th
Cir.
2014)
In determining whether a
genuine issue of material fact exists, “we view the facts and
all justifiable inferences arising therefrom in the light most
favorable to . . . the nonmoving party.”
565 n.1 (internal quotation marks omitted).
3
Jacobs, 780 F.3d at
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“Plaintiffs
either
through
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may
prove
direct
.
and
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.
.
violations
indirect
evidence
[of
of
Title
VII]
retaliatory
animus,” referred to as the mixed-motive framework, “or through
the
burden-shifting
framework
Green, 411 U.S. 792 (1973).” 2
787
F.3d
243,
249
(4th
of
McDonnell
Douglas
Corp.
v.
Foster v. Univ. of Md.-E. Shore,
Cir.
2015).
“Direct
evidence
[of
discriminatory animus] must be evidence of conduct or statements
that both reflect directly the alleged discriminatory attitude
and that bear directly on the contested employment decision.”
Warch v. Ohio Cas. Ins. Co., 435 F.3d 510, 520 (4th Cir. 2006)
(internal quotation marks omitted).
Finkle
contends
that
she
offered
direct
evidence
of
discriminatory animus such that at least partial judgment in her
favor was appropriate.
written
by
potentially
one
of
the
unfavorable
We disagree.
hiring
Finkle points to one email
decisionmakers
attitude
toward
that
reflects
transgender
a
persons. 3
However, this email was written about unrelated officer training
approximately eight months prior to the hiring decision Finkle
2
Maryland courts apply the Title VII frameworks to claims
under the Fair Employment Practices Act. See Dobkin v. Univ. of
Balt. Sch. of Law, 63 A.3d 692, 699-701 (Md. Ct. Spec. App.
2013).
3
Howard County has not disputed that Finkle falls within a
protected class for purposes of this appeal. We therefore need
not decide whether transgender persons comprise a protected
class under Title VII.
4
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challenges.
Isolated
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remarks
unrelated
to
the
challenged
employment decision are insufficient to provide direct evidence
of discrimination.
Brinkley v. Harbour Recreation Club, 180
F.3d 598, 608 (4th Cir. 1999), overruled on other grounds by
Desert Palace v. Costa, 539 U.S. 90 (2003).
Finkle
further
inappropriate
asserts
under
the
that
summary
McDonnell
judgment
Douglas
was
burden-shifting
framework because the County’s proffered justification for not
selecting her — that she was a retired police officer — was in
and
of
itself
discriminatory.
If
a
plaintiff
establishes
a
prima facie case of discriminatory non-selection, “[t]he burden
then
shifts
to
the
[employer]
to
show
that
its
purportedly
[discriminatory] action was in fact the result of a legitimate
non-[discriminatory] reason.”
Foster, 787 F.3d at 250.
Once
this burden is met, the plaintiff must show that the proffered
reasons are pretextual.
Id.
We conclude that Finkle has failed to meet this burden.
Although Finkle argues that refusing to select retired police
officers
is
proposition
County’s
response
itself
we
need
additional
time
discriminatory
was
not
review,
reasons
for
and,
she
not
significantly
thus,
does
not
selecting
longer
pretextual,
than
address
her:
a
the
that
any
her
of
the
applicants selected and that the decisionmakers believed she was
overqualified
for
the
position.
5
Because
these
additional
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reasons
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are
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nondiscriminatory,
we
conclude
that
the
district
court did not err in its grant of summary judgment to Howard
County.
Accordingly, we affirm the judgment.
We dispense with oral
argument because the facts and legal contentions are adequately
presented in the materials before this court and argument would
not aid the decisional process.
AFFIRMED
6
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