JIDEANI v. WASHINGTON METROPOLITAN AREA TRANSIT AUTHORITY
MEMORANDUM AND OPINION. Signed by Judge Beryl A. Howell on 8/8/13. (ms, )
UNITED STATES DISTRICT COURT
FOR THE DISTRICT OF COLUMBIA
AREA TRANSIT AUTHORITY,
Civil Action No. 12-1120 (BAH)
This matter is before the Court on Defendant WMATA’s Motion for Summary Judgment
[ECF No. 32], and Plaintiff’s Motion to Grant Continuance, Extension of Time on Interrogatory
and Deposition [ECF No. 30], Motions for an Order Compelling Disclosure and Discovery
Response Pursuant to Federal Rule of Civil Procedure 37 [ECF No. 34], and Motion to Obtain
Response from the Judge on Why It Has Not Issued a Ruling or an Order on Motion for
Summary Judgment and Plaintiff’s Opposition with Accompanying Affidavit Filed Thereto
[ECF No. 46]. For the reasons discussed below, WMATA’s motion will be granted and
Plaintiff’s motions will be denied.
A. Plaintiff’s Allegations 1
According to Plaintiff, she began her employment at WMATA as a contractor in
September of 2007. Am. Compl. at 1. 2 She became a permanent employee in March 2008, id.,
as an administrative assistant in WMATA’s Office of Long Range Planning. Mem. of P. & A. in
Supp. of Def. WMATA’s Mot. for Summ. J. (“Def.’s Mem.”), Aff. of Thomas Harrington
(“Harrington Aff.”) ¶ 3. Thereafter, she allegedly “was retaliated against by the Human
Resource department in the form of gossip and defamation.” Am. Compl. at 2. For example, she
claimed to have been “investigated by Human Resource in an attempt to retrieve incriminating
information that will humiliate and defame [her] character.” Id. Plaintiff heard other employees
discussing “personal information such as . . . years in college and financial status,” and other
alleged “rumors” about her. Id. She allegedly was subjected to unspecified verbal insults,
harassment, and attempts by other employees “to humiliate [her] and defame [her] character” and
to “hinder [her] progress/promotion within the company.” Id. at 2. Her efforts at securing
“employment outside of WMATA” allegedly were unsuccessful, she claimed, after prospective
employers received “unfavorable employment verification by WMATA[’s] Human Resource
department.” Id. at 3.
Plaintiff’s vague and fanciful allegations of conspiracy to commit murder, invasion of privacy,
food poisoning, medical malpractice and the like, see Am. Compl. at 11-12, are “‘so attenuated
and unsubstantial as to be absolutely devoid of merit,’” Hagans v. Lavine, 415 U.S. 528, 536-37
(1974) (quoting Newburyport Water Co. v. Newburyport, 193 U.S. 561, 579 (1904)), that the
Court summarily dismisses them for lack of subject matter jurisdiction. See Tooley v.
Napolitano, 586 F.3d 1006, 1009 (D.C. Cir. 2009).
The Court granted Plaintiff’s unopposed “Motion to Amend Pleading” [ECF No. 21] by
minute order dated March 20, 2013, and refers to the Amended Pleading [ECF No. 26] as “Am.
“On or around September 2011, [Plaintiff] contacted the Equal Employment Opportunity
Commission (EEOC) to investigate [her] allegations and seek compliance with the law against
[WMATA] after consulting with fellow co-workers who confirmed that they too heard personal
information and rumors” about her. Id. She filed a charge of discrimination on October 17,
2011. Id. She alleged acts of retaliation occurring between March 1, 2008 and October 17,
On or around November 2007, I was hired by [WMATA] as an
Administrative assistant . . . .
On or around March 2008, I
reported to an HR Representative of WMATA that another
employee had cheated on an exam we needed to take. After
reporting the incident, I have been subject to gossip and
defamation of character.
I have also gotten several
recommendations for advancement but have not been allowed to
advance my position. On or around September of 2011, I
interviewed for different positions in different companies and have
favorable interviews; however, I was not selected. I believe that
my employer gave unfavorable references in retaliation for my
earlier complaint. I believe I have been discriminated against
because of retaliation in violation of Title VII . . . .
Compl., Ex. 1 (Charge of Discrimination, Charge No. 570-2012-00092) (exhibit number
designated by the Court).
After the filing of this charge of discrimination, Plaintiff allegedly “was subject[ed] to an
even greater harassment; threats of violence with the intent to kill as a result of the illegal
criminal acts that had [befallen her]; an economic and non-economic harm as a result of the
illegal civil acts against [her], and violation of [her] legal or constitutional rights.” Am. Compl.
at 3. For example, Plaintiff allegedly “was overcome by harsh, hostile, and aggressive work
environment in which [she] was followed and intimidated on several occasions by Transit police
when riding or serving as Metro Information Person” at various subway stations. Id. at 4. In
addition, transit police allegedly followed her and monitored her at work; her work duties were
increased; a salary adjustment was rescinded; and she “was constantly being harassed to provide
documentation for vacation and medical leaves.” Id. The EEOC closed its file on Plaintiff’s
charge of discrimination upon its conclusion that the information obtained established no
violation of the relevant statute. Compl., Ex. 2 (Dismissal and Notice of Rights, EEOC Charge
No. 570-2012-00092 dated November 16, 2011) (exhibit number designated by the Court).
WMATA terminated her employment on June 14, 2012. Am. Compl. at 5.
After her termination, Plaintiff filed a second charge of discrimination which in relevant
On or about October 2011, I filed an EEOC complaint alleging a
violation of Title VII of the Civil Rights Act of 1964, as amended.
After filing the complaint I have been subjected to harassment by
Tom Harrington, Director/Supervisor. On or about November
2011, my duties were changed to include more tasks . . . .
Def.’s Mem., Ex. 3 (Charge of Discrimination, Charge No. 570-2012-00454 dated June 18,
2012); see Pl.’s Mem. of P. & A. in Opp’n to Def.’s Mot. for Summ. J. (Pl.’s Mem.”) [ECF No.
38] at 3. Below this typewritten statement, Plaintiff added a handwritten statement which read:
My duties were changed to include more tasks and the grading
scale was altered.
Salary adjustment for performance and equity adjust[ment] per
memo dated 1/9/12 on my behalf was retracted
Was terminated on March 13, 2012
Def.’s Mem., Ex. 3. Plaintiff has not received a right-to-sue letter from the EEOC with respect
to this June 18, 2012 charge of discrimination. Am. Compl. at 5; see Def.’s Mem. at 3.
B. WMATA’s Representations
According to WMATA, between September 2011 and March 2012, “Plaintiff missed a
substantial amount of time from work related to illness or other unscheduled leave.” Harrington
Aff. ¶ 4. Because of these absences, Plaintiff was placed on administrative leave on March 13,
2012 pending clearance by WMATA’s Medical Services Branch. Id.; see id., Ex. A (Letter to
Plaintiff from Tom Harrington, Director, Office of Long Range Planning, dated March 18,
2012). “The Medical Services office made numerous requests to Plaintiff for satisfactory
medical documentation justifying [her] repeated absences,” but “[t]he minimal documentation
provided by Plaintiff was deemed inadequate.” Id. ¶ 5. Because Plaintiff’s submissions were
insufficient, WMATA took “disciplinary action and [her] status was changed to ‘Leave Without
Pay’” on March 28, 2012. Id., Ex. B (Letter to Plaintiff from Tom Harrington dated June 14,
2012) at 1. Plaintiff was directed to undergo a medical examination in May 2012, and twice she
failed to appear as scheduled. Harrington Aff. ¶ 5. Effective June 14, 2012, WMATA
terminated Plaintiff’s employment because of “her failure to comply with the directives of the
Medical Services office.” Id. ¶ 6; see id., Ex. B. WMATA’s affiant averred that the decision to
terminate Plaintiff’s employment was not related to her October 17, 2011 charge of
discrimination. Id. ¶ 6.
Plaintiff brings this action under Title VII of the Civil Rights Act of 1964, as amended
(“Title VII”), see 42 U.S.C. § 2000e et seq. 3 Am. Compl. at 1. She demands a declaratory
judgment and monetary damages. See id. at 11-12.
A. Plaintiff’s Requests for Discovery Will Be Denied
By minute order on August 16, 2012, the Court set an initial scheduling conference for
September 7, 2012 at 9:30 a.m. Plaintiff did not appear. The Court directed the parties to meet
and confer and to file a joint report pursuant to Local Civil Rule 16.3. Based on a joint report
approved by Plaintiff on September 14, 2012 [ECF No. 13-2] and filed with the Court on
September 17, 2012, by minute order on October 1, 2012, the Court issued a scheduling order
pursuant to which (1) initial disclosures were waived, (2) all discovery closed on March 19, 2013
and (3) dispositive motions were due on April 19, 2013.
On March 11, 2013, Plaintiff served WMATA a set of interrogatories and requests for
production of documents. Motions for an Order Compelling Disclosure and Discovery Response
Pursuant to Federal Rule of Civil Procedure 37 (“Pl.’s Mot. to Compel Discovery”) [ECF No.
Plaintiff’s claims “under the Fourth, Fifth, Ninth, Eleventh, Thirteenth, and Fourteenth
Amendments to the United States Constitution, in violation of 42 U.S.C. [§§] 1983, 1985 and
1986, and the District of Columbia Human Rights [Act (DCHRA), see D.C. Code 1-2501 et
seq.,]” Am. Compl. at 1, are summarily dismissed. WMATA is not subject to suit under either
42 U.S.C. § 1983 or the DCHRA. See Headen v. Wash. Metro. Area Transit Auth., 741 F. Supp.
2d 289, 294 (D.D.C. 2010) (“WMATA’s sovereign immunity means that the Authority cannot be
sued under § 1983.”); Taylor v. Wash. Metro. Area Transit Auth., 109 F. Supp. 2d 11, 18 (D.D.C.
2000) (“It is well-established that WMATA is not subject to the DCHRA because WMATA is an
interstate compact agency and instrumentality of three separate jurisdictions.”); Lucero-Nelson v.
Wash. Metro. Area Transit Auth., 1 F. Supp. 2d 1, 7-8 (D.D.C. 1998) (dismissing DCHRA and
34] at 1. WMATA objected on the ground that these discovery requests were untimely; only if
Plaintiff had served them on or before February 15, 2013, would WMATA have had a full 30day period to respond as Rules 33(b)(2) and 34(b)(2)(A) provide. Def. WMATA’s Opp’n to
Pl.’s Mot. for an Order Compelling Disclosure and Discovery Response [ECF No. 37] at 1.
Plaintiff repeatedly has objected to the scheduling order for its alleged failure to comply
with Rule 26(f) of the Federal Rules of Civil Procedure and Local Civil Rule 16.3. For example,
on April 1, 2013, Plaintiff sought a “continuance or extension of time on requests for
Interrogatories and Production of Documents due to failure in the Court’s October 1, 2012
scheduling order to stipulate a designated time frame for discovery plan under Rule 26(f)(3) [of
the] Federal Rule[s] of Civil Procedure, and failing to state [Plaintiff’s] objection for waiving
initial disclosure[s].” Motion to Grant Continuance, Extension of Time on Interrogatory and
Deposition [ECF No. 30] (“Mot. for Continuance”). The Court denied the request by minute
order on April 2, 2013 because Plaintiff had not offered good cause for a modification as Rule
16(b)(4) requires. Undaunted, on April 11, 2013, Plaintiff again moved to modify the scheduling
order due to the Court’s alleged failure to “make or arrange for disclosures required by Rule
26(a)(1) . . . and . . . [d]evelop a discovery plan pursuant to Rule 26(f) . . . that indicates the
parties’ views and proposals” on such matters. Motion to Modify Schedule Pursuant to Rule
16(b)(4) of the Federal Rule[s] of Civil Procedure [ECF No. 31] at 1-2. The Court denied this
motion, too, because Plaintiff had not shown good cause.
On April 19, 2013, the same date WMATA filed its motion for summary judgment,
Plaintiff sought an order compelling WMATA not only to respond to her “written interrogatories
and request for production of documents submitted on March 11, 2013,” but also to provide her
with information ordinarily made available by the parties “without awaiting [a] discovery
request.” Pl.’s Mot. to Compel Discovery at 2. In other words, weeks after discovery closed,
Plaintiff sought the initial disclosures which had been waived pursuant to the parties’ joint report
and the October 1, 2012 scheduling order. See id. (quoting Fed. R. Civ. P. 26(a)(1)).
Plaintiff claimed not to have understood “that a request for Interrogatories and Deposition
was to be made to Defendant WMATA particularly with the nature of this case, and that such
process was a part of Discovery.” Plaintiff in Pro Se Onyinye Jideani’s Court Ordered Affidavit
in Support of its Opposition to Deny Defendant’s Motion for Summary Judgment (“Pl.’s Aff.”)
[ECF No. 43] at 3 (page numbers designated by ECF). She attributed her lack of understanding
to the Court’s failure to order the parties to prepare a discovery plan. See id. at 4; see Mot. for
Continuance at 3-4. Had there been such a plan, Plaintiff purportedly “would have timely served
. . . her request for Interrogatories and Deposition.” Pl.’s Aff. at 4. She faulted the Court which
“should have picked up on” this “technicality.” Id. Left without discovery responses from
WMATA, Plaintiff asserted that she is unable to respond adequately to its motion for summary
judgment. See id. at 2-5; Pl.’s Opp’n to Def.’s Mot. for Summ. J. (“Pl.’s Opp’n”) [ECF No. 38]
at 1-3. 4
Plaintiff has asserted that “[p]ivotal information and material facts relating to discovery with
respect to the claims laid forth in this case were intentionally omitted, not disclosed or made
unavailable to [her],” and she claims that she “cannot properly present facts essential to justify
[her] opposition pursuant to Fed. R. Civ. P. 56(d).” Pl.’s Opp’n ¶ 2. The Court treated this
assertion as a motion under Rule 56(d) of the Federal Rules of Civil Procedure to defer
consideration of WMATA’s motion until such time as plaintiff obtains affidavits or declarations
or takes discovery or, alternatively, to deny the motion. Plaintiff had an opportunity to explain
why additional discovery was necessary by indicating the particular facts she intended to
discover, explaining why these facts are necessary to the litigation and why she could not
produce these facts in her opposition to WMATA’s motion, and showing that these facts are
Plaintiff’s pro se status does not relieve her of her obligation to comply with the Federal
Rules of Civil Procedure and the local civil rules of this Court. The rules allow for the waiver of
initial disclosures, see Fed. R. Civ. P. 26(a)(1)(A) and LCvR 16.3(c)(7), and the parties have
done so. Although the rules direct the parties to develop a discovery plan, see Fed. R. Civ. P.
26(f)(3), LCvR 16.3(d), the Court need not incorporate a discovery plan into its scheduling order.
Rather, a scheduling order that merely “limit[s] the time to join other parties, amend the
pleadings, complete discovery and file motions,” Fed. R. Civ. P. 16(b)(3), is sufficient. The
October 1, 2012 scheduling order meets the requirements of Rule 16(b)(3), and it is subject to
modification “only for good cause and with the judge’s consent.” Fed. R. Civ. P. 16(b)(4).
Plaintiff has not shown good cause to modify the scheduling order and at this late date the Court
would not consent to a modification.
Plaintiff had ample opportunity to meet and confer with opposing counsel before
submitting their joint status report. The Court directed that this opportunity be provided to the
Plaintiff after she failed to appear for the initial scheduling conference, following which the
Court ordered that the parties meet and confer and submit a Joint Meet & Confer Statement.
Minute Entry, September 7, 2012. Plaintiff could and should have used that opportunity to confer
about any of the topics that may be included in a discovery plan under Fed. R. Civ. P. 26(f)(3).
The report submitted to the Court on September 17, 2012 reflected that Plaintiff took no position
with respect to initial disclosures and discovery. Plaintiff’s position – or lack thereof – in no way
controlled the content of or undermined the validity of the scheduling order. Plaintiff’s failure to
indeed discoverable. She did not make an adequate showing, and her Rule 56(d) motion is
avail herself of the opportunity to obtain discovery from WMATA before the deadline set in the
scheduling order is a problem of Plaintiff’s own making. Her motions for discovery are denied.
B. Plaintiff’s Title VII Claim is Untimely
Before bringing an employment discrimination action under Title VII in federal district
court, a plaintiff first must have exhausted her administrative remedies by filing a charge of
discrimination with the EEOC. See, e.g., Hamilton v. Geithner, 666 F.3d 1344, 1351 (D.C. Cir.
2012); Greggs v. Autism Speaks, Inc., __ F. Supp. 2d __, __, 2013 WL 1297223, at *3 (D.D.C.
Mar. 20, 2013); see also Jarrell v. U.S. Postal Serv., 753 F.2d 1088, 1091 (D.C. Cir. 1985)
(characterizing “a timely administrative charge [as] a prerequisite to initiation of a Title VII
action in the District Court”). If the EEOC dismisses a charge of discrimination, it “shall so
notify the person aggrieved[,] and within ninety days after the giving of such notice,” she may
file a civil action in federal district court. 42 U.S.C. § 2000e-5(f)(1); see Griffin v. Acacia Life
Ins. Co., 151 F. Supp. 2d 78, 80 (D.D.C. 2001) (“A person aggrieved under Title VII who seeks
to file a civil action must do so within ninety days from receipt of the EEOC right-to-sue
notice.”). Absent any indication to the contrary, it is presumed that the right-to-sue notice is
mailed on the same date of its issuance, and that a claimant receives it within three days. See
generally Mack v. WP Co., LLC, 923 F. Supp. 2d 294, 299 (D.D.C. 2013) (citations omitted).
Thus, in the typical case a plaintiff has 93 days from the date the EEOC issues a right-to-sue
notice to file a lawsuit in federal court. See Coleman v. Potomac Elec. Power Co., 310 F. Supp.
2d 154, 158 (D.D.C. 2004). “The mere fact that a plaintiff is representing herself ‘does not
render [her] immune from the ninety-day requirement.’” Horsey v. Harris, __ F. Supp. 2d __,
__, 2013 WL 3649790, at *5 (D.D.C. July 16, 2013) (quoting Anderson v. Local 201 Reinforcing
Rodmen, 886 F. Supp. 94, 97 (D.D.C. 1995)) (other citation omitted).
In this case, it is presumed that Plaintiff received the right-to-sue notice on or about
November 19, 2011, three calendar days after issuance of the notice on November 16, 2011.
WMATA argues that Plaintiff’s complaint should have been filed on or about February 17, 2012,
or ninety days after her receipt of the right-to-sue notice. See Def.’s Mem. at 4. Plaintiff claims
to be “a victim of crimes against humanity,” such that her “failure to file suite [sic] within 90
days of receipt of the right-to-sue letter” should be excused because she “was in fear [for] her life
and reasonably believe[d] that [she was] in danger of being killed or seriously injured as a result
of the criminal acts that had [befallen her] (which led to [her] fleeing [her] place of residence on
multiple instances) by order of . . . WMATA . . . .” Pl.’s Mem. at 4. For example, Plaintiff
alleges that she was “followed and intimidated on several occasions by Transit police” in
October and November 2011. Am. Compl. at 4. During this same timeframe, on October 29,
2011, Plaintiff also alleges that she “was . . . approached by a WMATA employee disguised as a
bystander with the intent to discourage [her] from filing suit with threats at the L’Enfant Plaza
Station.” Id. “Around the same time,” plaintiff states, “unfamiliar and dangerous criminals were
prowling around [her] place of residence,” entering her apartment, watching her as she “left and
returned from work, [and] gesturing a threatening look with the intent to cause battery.” Id. at 5.
She further alleges that her “privacy through various forms of communication were invaded”
when unauthorized persons opened her mail, recorded her telephone calls, “electronically wired
[her] current place of residence . . . with [a] surveillance camera and other means necessary to
eavesdrop and invade on personal affairs in an attempt to slander and humiliate, and/or continue
conspiracy attacks, hacked her email accounts, and installed a tracking device on her car. Id. at
6-7. Plaintiff contends not only that “random strangers were climbing through the fence banging
on [her] window,” id. at 7, but also that “seeked [sic] safety” by moving to the homes of
relatives, id. at 8-9. While these events may have placed Plaintiff’s “life . . . in total chaos” and
made her “a victim of intentional war crimes against humanity as well as domestic terrorism,” id.
at 10, Plaintiff proffers no credible explanation for her failure to file her complaint timely.
Plaintiff filed her original complaint on June 29, 2012, more than four months after the
90-day limitation period expired. Thus, she failed to file her complaint within the 90-day
limitation period and it must therefore be dismissed. See Olatunji v. District of Columbia, __ F.
Supp. 2d __, __, 2013 WL 3766905, at *3 (D.D.C. July 19, 2013) (dismissing Title VII claim
filed four days after 90-day period ran).
C. Plaintiff Fails to Rebut WMATA’s Proffered Legitimate, Non-Discriminatory
Reason for Terminating Her Employment
An employer may not discriminate against an employee because of the employee’s “race,
color, religion, sex, or national origin.” 42 U.S.C. § 2000e-2(a). “Title VII’s anti-retaliation
provision further prohibits employer actions that discriminate against an employee because the
employee has ‘made a charge, testified, assisted, or participated in any manner’ in a Title VII
‘investigation, proceeding, or hearing.’” Geleta v. Gray, 645 F.3d 408, 411 (D.C. Cir. 2011)
(quoting 42 U.S.C. § 2000e-3(a)). “To make out a prima facie case of retaliation, a plaintiff must
show ‘(1) that [she] engaged in statutorily protected activity; (2) that [she] suffered a materially
adverse action by [her] employer; and (3) that a causal link connects the two.” Id. (quoting
Gaujacq v. EDF, Inc., 601 F.3d 565, 577 (D.C. Cir. 2010)). On summary judgment, however,
Plaintiff’s ability to make out a prima facie case of retaliation is of little importance. See Brady
v. Office of Sergeant at Arms, 520 F.3d 490, 494 (D.C. Cir. 2008) (“[T]he prima facie case is a
largely unnecessary sideshow.”). Where, as here, WMATA asserts a legitimate, nondiscriminatory reason for its decision to terminate Plaintiff’s employment, the Court’s inquiry is
limited “to whether a reasonable jury could infer . . . retaliation from all the evidence, which
includes not only the prima facie case but also the evidence the plaintiff offers to attack the
employer’s proffered explanation for its action and other evidence of retaliation.” Jones v.
Bernanke, 557 F.3d 670, 677 (D.C. Cir. 2009) (internal quotation marks and citation omitted).
Plaintiff’s October 17, 2011 charge of discrimination indicates that her claim is based on
retaliation, yet neither the original complaint nor the amended complaint clearly alleges facts to
support a retaliation claim. It is not apparent that WMATA retaliated against Plaintiff for having
engaged in statutorily protected activity, or that she suffered an adverse employment action
because of any such protected activity. Plaintiff’s June 18, 2012 charge of discrimination,
however, suggests that the retaliation claim is based on prior protected activity (the filing of the
October 17, 2011 charge of discrimination) and that she suffered adverse actions (principally her
termination) as a result of this activity. For purposes of this Memorandum Opinion, the Court
presumes without deciding that Plaintiff adequately states a retaliation claim. 5
WMATA terminated Plaintiff’s employment “for her failure to comply with the
directives of the Medical Services office,” without regard to plaintiff’s October 17, 2011 charge
of discrimination with the EEOC. Harrington Aff. ¶ 6. Plaintiff deemed this assertion false,
positing that “WMATA had no reason to terminate [her]” for any reasons other than those
Insofar as Plaintiff’s retaliation claim arises from any delay or interference with the processing
of her charge of discrimination, the claim must fail. Ramseur v. Perez, __ F. Supp. 2d __, __,
2013 WL 4483511, at *6 (D.D.C. Aug. 23, 2013) (finding that retaliation claim arising from
employer’s alleged “fail[ure] to comply with EEOC procedures and twice delaying the
investigative process” is not cognizable under Title VII).
“presented throughout this litigation associated with charges filed with the EEOC.” Pl.’s Mem.
at 10. In support of her claim, plaintiff has attached a copy of the Final Order of the District of
Columbia Office of Administrative Hearings, which order concluded that the Plaintiff was not
terminated for a reason resulting in her disqualification from receiving unemployment
compensation benefits. See generally id., Ex. F at 4-7.
Plaintiff’s burden on summary judgment is to establish the existence of a genuine issue of
material fact in dispute as to the reason for her termination. Whether Plaintiff committed
misconduct for purposes of her claim for unemployment benefits is not probative of WMATA’s
alleged retaliatory motive. Plaintiff points to no materials in the record to show that WMATA’s
proffered legitimate, nondiscriminatory reason for terminating her employment is a pretext for
The Court concludes that Plaintiff’s complaint is untimely filed. Even if Plaintiff had
filed her complaint within the requisite 90-day limitation period, she presented no evidence from
which a reasonable jury could infer retaliation. Accordingly, the Court will grant WMATA’s
motion. An Order accompanies this Memorandum Opinion.
Beryl A. Howell
BERYL A. HOWELL
United States District Judge
DATE: October 8, 2013
Disclaimer: Justia Dockets & Filings provides public litigation records from the federal appellate and district courts. These filings and docket sheets should not be considered findings of fact or liability, nor do they necessarily reflect the view of Justia.
Why Is My Information Online?