Bustamente v. Eugene Burger Management Corporation et al
Filing
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ORDER granting 22 Motion for Summary Judgment. The clerk shall enter judgment accordingly and close the case. Signed by Judge James C. Mahan on 7/16/2014. (Copies have been distributed pursuant to the NEF - DKJ)
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UNITED STATES DISTRICT COURT
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DISTRICT OF NEVADA
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CHERYL BUSTAMENTE,
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2:12-CV-2158 JCM (VCF)
Plaintiff(s),
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v.
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EUGENE BURGER MANAGEMENT
CORPORATION, et al.,
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Defendant(s).
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ORDER
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Presently before the court is a motion for summary judgment filed by defendants Eugene
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Burger Management Corporation (“EBMC”) and Eugene Burger Management Corporation of
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Nevada (“EBMCNV”). (Doc. # 22). Plaintiff Cheryl Bustamente filed a response (doc. # 23) with
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accompanying exhibits (docs. # 24-27), and defendants filed a reply (doc. # 30).
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I.
Background
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First, plaintiff alleges that defendants violated the Americans with Disabilities Act (“ADA”)
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by not “find[ing] a reasonable accommodation for [p]laintiff’s disability . . .” and for terminating
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plaintiff as a result of her disability and medical needs. (Doc. # 1 at 4).
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Next, plaintiff alleges that defendants violated the Family and Medical Leave Act (“FMLA”)
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by not providing her with a family medical leave of absence form after plaintiff requested one on
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May 17, 2012, and by terminating plaintiff for requesting FMLA leave. (Doc. # 1).
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James C. Mahan
U.S. District Judge
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Plaintiff was employed by EBMCNV from April 20, 2011, to May 18, 2012, as a resident
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property manager. (Doc. # 23-1). Around January 2012, plaintiff had knee trouble necessitating the
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use of crutches. (Doc. # 22-2 at 19). Plaintiff e-mailed her supervisor, Katherine Wolfe, on
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February 10, 2012, informing Wolfe of plaque accumulation in plaintiff’s knee that made it difficult
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to climb stairs. (Doc. # 24). At some point after March 27, 2012, plaintiff informed Wolfe she may
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require surgery. (Doc. # 23-1). On March 30, 2012, Wolfe informed her superior that she had
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decided to terminate plaintiff. (Doc. # 22-9).
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On May 3, 2012, plaintiff e-mailed Wolfe to inform her of plaintiff’s May 14, 2012, doctor’s
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appointment, which Wolfe acknowledged in a May 7, 2012, e-mail response. (Doc. # 23-1).
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Plaintiff e-mailed Wolfe on May 14, 2012, to inform her that surgery would take place on May 25,
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2012. Id. Plaintiff submitted a leave of absence request form to Wolfe on May 16, 2012. (Doc. #
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24-1). Plaintiff was dismissed on May 18, 2012. (Doc. # 22-13).
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Plaintiff initially filed with the Equal Employment Opportunity Commission (“EEOC”), and
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the EEOC mailed a right to sue letter on September 20, 2012. (Doc. # 1). The complaint was timely.
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(Doc. # 1).
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Plaintiff requests an injunction, back pay and “front pay” based on reduced income,
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liquidated damages, compensatory damages, punitive damages, attorney’s fees, and pre-judgment
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interest. (Doc. # 1 at 6-7).
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II.
Legal Standard
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The Federal Rules of Civil Procedure provide for summary adjudication when the pleadings,
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depositions, answers to interrogatories, and admissions on file, together with the affidavits, if any,
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show that “there is no genuine issue as to any material fact and that the movant is entitled to a
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judgment as a matter of law.” Fed. R. Civ. P. 56(a). A principal purpose of summary judgment is
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“to isolate and dispose of factually unsupported claims.” Celotex Corp. v. Catrett, 477 U.S. 317,
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323-24 (1986).
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When the non-moving party bears the burden of proving the claim or defense, the moving
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party can meet its burden in two ways: (1) by presenting evidence to negate an essential element of
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James C. Mahan
U.S. District Judge
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the non-moving party’s case; or (2) by demonstrating that the non-moving party failed to make a
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showing sufficient to establish an element essential to that party's case on which that party will bear
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the burden of proof at trial. See Celotex Corp., 477 U.S. at 323-24. If the moving party fails to meet
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its initial burden, summary judgment must be denied and the court need not consider the non-moving
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party's evidence. See Adickes v. S.H. Kress & Co., 398 U.S. 144, 159-60 (1970).
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If the moving party satisfies its initial burden, the burden then shifts to the opposing party
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to establish that a genuine issue of material fact exists. See Matsushita Elec. Indus. Co. v. Zenith
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Radio Corp., 475 U.S. 574, 586 (1986). To establish the existence of a factual dispute, the opposing
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party need not establish a material issue of fact conclusively in its favor. It is sufficient that “the
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claimed factual dispute be shown to require a jury or judge to resolve the parties’ differing versions
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of the truth at trial.” T.W. Elec. Serv., Inc. v. Pac. Elec. Contractors Ass’n, 809 F.2d 626, 631 (9th
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Cir. 1987).
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In other words, the non-moving party cannot avoid summary judgment by relying solely on
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conclusory allegations that are unsupported by factual data. See Taylor v. List, 880 F.2d 1040, 1045
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(9th Cir. 1989). Instead, the opposition must go beyond the assertions and allegations of the
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pleadings and set forth specific facts by producing competent evidence that shows a genuine issue
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for trial. See Celotex Corp., 477 U.S. at 324.
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At summary judgment, a court’s function is not to weigh the evidence and determine the
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truth, but to determine whether there is a genuine issue for trial. See Anderson v. Liberty Lobby, Inc.,
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477 U.S. 242, 249 (1986). The evidence of the non-movant is “to be believed, and all justifiable
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inferences are to be drawn in his favor.” Id. at 255. But if the evidence of the non-moving party is
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merely colorable or is not significantly probative, summary judgment may be granted. See id. at 249-
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50.
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III.
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Discussion
A. ADA Claim
I. Discharging the Inference of Discriminatory Behavior
The ADA states, “No covered entity shall discriminate against a qualified individual on the
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James C. Mahan
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basis of disability in regard to job application procedures, the hiring, advancement, or discharge of
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employees . . . .” 42 U.S.C. § 12112(a). When alleging a violation of the ADA, a plaintiff must
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establish a prima facie case of discrimination before the burden of presenting a non-discriminatory
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rationale for the challenged action passes to a defendant. See Raytheon Co. v. Hernandez, 540 U.S.
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44, 50-51 (2003); McDonnell Douglas Corp. v. Green, 411 U.S. 792, 802-03 (1973). “To state a
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prima facie case under the ADA, a plaintiff must prove that [s]he is a qualified individual with a
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disability who suffered an adverse employment action because of h[er] disability.” E.g., Sanders v.
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Arneson Prods., Inc., 91 F.3d 1351, 1353 (9th Cir. 1996), cert. denied, 117 S. Ct. 1247 (1997).
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A defendant’s explanation for the decision to terminate an allegedly disabled plaintiff must
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“disclaim[] any reliance on the employee’s disability . . . .” See Dark v. Curry Cnty., 451 F.3d 1078,
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1084 (9th Cir. 2006) (quoting Snead v. Metro. Prop. & Cas. Ins. Co., 237 F.3d 1080, 1093 (9th Cir.
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2001)).
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Here, even assuming arguendo that plaintiff can establish a prima facie case of
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discrimination under the ADA, plaintiff decidedly lacks sufficient evidence to muster a genuine issue
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of material fact to avoid summary adjudication of the first claim. Fed. R. Civ. P. 56(a). Chiefly,
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plaintiff’s dearth of evidence is quite conspicuous in contrast to defendants’ considerable
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documentation of the decision to terminate plaintiff.
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Defendants assert multiple reasons for plaintiff’s termination. First, Wolfe stated in her
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deposition that plaintiff was deficient in utilizing the “Yardi” program as well as “miss[ing] several
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initial webex training sessions on how to complete the work orders.” (Doc. # 22-11 at 18). Second,
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Wolfe indicates that plaintiff did not fulfill her responsibilities to act on voucher discrepancy reports
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to correct account improprieties. (Doc. 22-11 at 16-17).
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Moreover, plaintiff’s work product was audited twice by third parties, and her files “did not
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pass.” (Doc. # 22-11 at 17). Third, plaintiff recognizes that she did not follow instructions regarding
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the holiday gifts, giving $25 cash instead of $50 gift cards to each employee. (Doc. # 22-2 at 18-19).
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Fourth, plaintiff acknowledges that she was responsible for the security of the petty cash fund, but
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money went missing from this fund, twice, though a safe had been provided to store the funds after
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the first incident. (Docs. # 22-2 at 17, 22-6 at 2). Fifth, plaintiff temporarily lost a folder that
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“contain[ed] information regarding fraudulent activity . . . .” (Doc. # 22-2 at 20, 22-7 at 2).
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Furthermore, Wolfe specifically articulated to plaintiff that losing the folder “constitute[d]
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negligence . . . and unsatisfactory job performance,” and could be the basis for dismissal from
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employment. (Doc. 22-6 at 2).
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Should defendants present sufficient evidence that plaintiff’s termination was not the product
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of discrimination, the presumption of an impermissible termination “drops from the case.” See, e.g.,
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St. Mary’s Honor Ctr. v. Hicks, 509 U.S. 502, 507 (quoting Texas Dept. of Cmty. Affairs v. Burdine,
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450 U.S. 248, 255 n.10 (1981)). Through the evidence of the plaintiff’s professional shortcomings,
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defendants have met their burden to provide a non-discriminatory rationale for the termination of
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plaintiff. See Dark, 451 F.3d at 1084. The presumption of discrimination is therefore removed. See,
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e.g., St. Mary’s, 509 U.S. at 507.
ii. Challenging Defendants’ Rationale
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If a defendant defeats the initial inference of wrongdoing, a plaintiff maintains the burden
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to prove the defendant’s liability. See Raytheon, 540 U.S. at 53 (2003). At this stage, “the only
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relevant question . . . [is] whether there [is] sufficient evidence from which a jury could conclude
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that [defendants] did make [their] employment decision based on [plaintiff’s] status as disabled
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despite [defendants’] proffered explanation.” Id. Here, plaintiff lacks sufficient evidence to show
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defendants’ explanation was mere pretext.
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Plaintiff implies the chronology of this dispute is critical in assessing the evidence elucidating
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defendants’ employment decision. (Doc. # 23 at 22-23). The court agrees with this premise, yet not
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with the conclusion suggested by plaintiff. While the complaint alleges that EBMC knew of
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plaintiff’s knee issues “[i]n or about December 2011,” plaintiff states that the earliest defendants
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could have known about her medical troubles was January 2012, by observing her use of crutches.
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Wolfe admits she may have seen plaintiff utilizing crutches or limping. (Docs. # 1 at 2-3, 22-2 at
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19, 22-11 at 23).
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James C. Mahan
U.S. District Judge
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Plaintiff attempts to link the timing of her communication to Wolfe regarding her potential
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need for knee surgery with Wolfe’s March 30, 2012, e-mail informing Wolfe’s superior that she had
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decided to terminate plaintiff. (Docs. # 22-9, 23 at 5-6). However, correlation does not equal
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causation, especially when much of plaintiff’s temporally correlative evidence relating plaintiff’s
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injury to her termination refers to the events which took place after Wolfe’s March 30, 2012, e-mail.1
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(Doc. # 23).
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Moreover, plaintiff does not proffer evidence to demonstrate defendants’ explanation for the
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employment decision was pretext. Quite to the contrary, the fact that “[Wolfe] never said no” to
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plaintiff’s requests to take time off for medical appointments and that an assistant was provided to
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show second-floor apartments when plaintiff was unable to utilize stairs demonstrates defendants’
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accommodation of plaintiff’s physical limitations. (Doc. # 22-2 at 19, 26) (“[Wolfe] knew I was
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having a hard time going up and down the stairs. So [Wolfe] said, ‘Well, have [Joanne Friend] do
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it.’”).
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Thus, the evidence of temporal association between plaintiff’s disclosure of her ailment and
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Wolfe’s decision to terminate employment does not raise a genuine issue of material fact as to
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pretext. See Raytheon, 540 U.S. at 53 (2003); Celotex Corp., 477 U.S. at 323-24. Consequently,
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defendants’ motion for summary judgment shall be granted as to plaintiff’s first cause of action.
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B. FMLA Violation
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“The FMLA provides job security and leave entitlements for employees who need to take
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absences from work for personal medical reasons . . . .” Xin Liu v. Amway Corp., 347 F.3d 1125,
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1132 (9th Cir. 2003). The statute states “[i]t shall be unlawful for any employer to interfere with,
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restrain, or deny the exercise of or the attempt to exercise, any right provided under this subchapter.”
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29 U.S.C. § 2615(a)(1). The FMLA also declares: “[i]t shall be unlawful for any employer to
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discharge or in any other manner discriminate against any individual for opposing any practice made
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James C. Mahan
U.S. District Judge
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Plaintiff’s argument relies on several events that transpired after Wolfe’s March 30, 2012 e-mail: (1) that
plaintiff told Wolfe on May 1, 2012, that her knee was worsening, which necessitated a May 14, 2012, doctor’s
appointment; (2) plaintiff informed Wolfe on May 14, 2012 that her left knee required surgery; and (3) plaintiff informed
Wolfe on May 17, 2012 of an additional doctor’s appointment. (Doc. # 1).
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unlawful by this subchapter.” 29 U.S.C. § 2615(a)(2).
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Per 29 U.S.C. § 2654, the United States Department of Labor may issue regulations in
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furtherance of the FMLA. Further, C.F.R § 825.220(a)(1) provides, “An employer is prohibited from
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interfering with, restraining, or denying the exercise of (or attempts to exercise) any rights provided
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by the [FMLA].” “The [FMLA’s] prohibition against interference prohibits an employer from
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discriminating or retaliating against an employee or prospective employee for having exercised or
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attempted to exercise FMLA rights.” 29 C.F.R § 825.220(c).
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Here, plaintiff alleges that defendants violated the FMLA because: (1) defendants did not
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provide plaintiff with a family medical leave of absence form, and (2) plaintiff was dismissed for her
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attempt to exercise leave under the FMLA. (Doc. # 1 at 5).
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The court interprets plaintiff’s allegations under the FMLA as interference claims because
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both prongs of the present claim fall within the plain meaning of 29 U.S.C. § 2615(a)(1). See
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Sanders v. City of Newport, 657 F.3d 772, 777 (9th Cir. 2011). Moreover, § 2615(a)(2) is
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inapplicable to this case, as it applies only to adverse actions against employees who pursue claims
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against their employers under the FMLA. See Bachelder v. Am. W. Airlines, Inc., 259 F.3d 1112,
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1124 (9th Cir. 2001); Krouse v. Ply Gem Pac. Windows Corp., 803 F. Supp. 2d 1220, 1228-29 (D.
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Or. 2011).
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Plaintiff contends defendants did not provide the required FMLA leave of absence form and
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that they “terminat[ed] [plaintiff] for attempting to exercise her rights under the FMLA . . . .” (Doc.
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# 1 at 6). Therefore, the actions alleged may constitute “interfer[ence] with, restrain[t], or den[ial]”
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of an “attempt to exercise” plaintiff’s rights under the FMLA. 29 U.S.C. § 2615(a)(1); (doc. # 1 at
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6.
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“The mere existence of a scintilla of evidence in support of the [non-movant’s] position will
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be insufficient . . . [t]he judge’s inquiry, therefore, unavoidably asks whether reasonable jurors could
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find by a preponderance of the evidence that the [non-movant] is entitled to a verdict . . . .”
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Anderson, 477 U.S. at 252. The court may reject a non-movant’s arguments against summary
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judgment that are based only on inferences from circumstantial evidence. See McLaughlin v. Liu,
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849 F.2d 1205, 1208 (9th Cir. 1988); see also T.W. Elec. Serv. v. Pac. Elec. Contractors Ass’n, 809
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F.2d 626, 630 (9th Cir. 1987).
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An employee’s claim of interference under the FMLA lacks foundation if an employer had
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previously decided to terminate an employee, regardless of leave status. See Gambini v. Total Renal
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Care, Inc., 486 F.3d 1087, 1097 (9th Cir. 2007). Here, the evidence showing that Wolfe intended
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to fire plaintiff before plaintiff’s request for leave under the FMLA is uncontested. Indeed, Wolfe
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stated in her deposition that plaintiff’s termination “was a done deal” as of April 10, 2012. (Docs.
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# 22-10 at 2, 22-11 at 21). Moreover, Wolfe had offered another individual employment “to replace
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[plaintiff]” as of April 10, 2012. (Doc. # 22-10 at 2).
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In addition, the court disagrees with plaintiff’s assertion that “the circumstances which led
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up to [plaintiff’s] termination can just as easily be explained as a result of [plaintiff’s] disability and
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her request for a leave of absence, as it can as a result of her performance.” (Doc. # 23 at 26).
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Wolfe’s March 30, 2012, e-mail to Burger conveying her decision to terminate plaintiff predates both
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plaintiff’s message informing Wolfe that knee surgery was imminent and plaintiff’s corresponding
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request for FMLA leave. (Docs. # 22-9, 24 at 6, 24 at 8).
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Plaintiff supports this claim with the same chronological fact associations as her ADA claim.
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(Doc. # 1 at 5). However, this brand of circumstantial evidence, standing on its own, cannot hurdle
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the requisite evidentiary standard. Mere temporal proximity between plaintiff informing defendants
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of her knee injury and the termination does not raise a material issue of fact regarding the grounds
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of the termination. See Zsenyuk v. City of Carson, 99 Fed. Appx. 794, 796 (9th Cir. 2004).
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Moreover, it is peculiar that plaintiff accuses defendants of denying or restricting FMLA
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leave by not providing an FMLA leave request form when plaintiff failed to follow defendant’s
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explicit instructions indicating how plaintiff could obtain the form. According to plaintiff’s
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affidavit, payroll benefits department employee Ignacio Saucedo instructed plaintiff to request the
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FMLA form from plaintiff’s supervisor–plaintiff did not do so. (Doc. 23-1 at 3). Instead, plaintiff
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found, filled out, and submitted a copy of the form on her own initiative less than one day after
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contacting Saucedo. Id.
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U.S. District Judge
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Because the only evidence of defendants’ alleged FMLA interference is the temporal
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similarity of events and because plaintiff failed to follow clear, non-burdensome instructions to
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obtain the FMLA form, a reasonable jury could not find that defendants interfered with plaintiff’s
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rights under the FMLA. See Celotex Corp., 477 U.S. at 323-24. Therefore, defendants’ motion for
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summary judgment will be granted as to this claim.
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Accordingly,
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IT IS HEREBY ORDERED, ADJUDGED, AND DECREED that the motion for summary
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judgment filed by defendants EBMC and EBMCNV (doc. # 22) be, and the same hereby is,
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GRANTED. The clerk shall enter judgment accordingly and close the case.
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DATED July 16, 2014.
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UNITED STATES DISTRICT JUDGE
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James C. Mahan
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