Kerney v. Mountain States Health Alliance
Filing
18
OPINION AND ORDER granting 7 Motion to Dismiss. Signed by Judge James P. Jones on 7/11/12. (sc)
IN THE UNITED STATES DISTRICT COURT
FOR THE WESTERN DISTRICT OF VIRGINIA
BIG STONE GAP DIVISION
KELTIE KERNEY,
Plaintiff,
v.
MOUNTAIN STATES HEALTH
ALLIANCE, ET AL.,
Defendants.
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Case No. 2:12CV00004
OPINION AND ORDER
By: James P. Jones
United States District Judge
Timothy W. McAfee, Timothy W. McAfee, P.L.L.C., Norton, Virginia, for
Plaintiff. Kimberly W. Daniel and Emily M. Scott, Hancock, Daniel, Johnson and
Nagle, P.C., Glen Allen, Virginia, for Defendants.
In this employment discrimination case, the defendants have filed a Partial
Motion to Dismiss pursuant to Federal Rules of Civil Procedure 12(b)(1) and
12(b)(6).
Because I find that the plaintiff failed to exhaust the available
administrative remedies for her retaliation claim, I will grant the defendants’
motion and dismiss that claim.
I
The plaintiff, Keltie Kerney, was employed as the Home Health Director at
defendant Norton Community Hospital (“NCH”) in Norton, Virginia.1 Kerney
alleges that she was wrongfully terminated on December 14, 2010, the day she
returned to work from medical leave.
Kerney alleges that throughout her employment her performance was
satisfactory, she received positive performance reviews, and her salary was
increased. In May 2010, Kerney informed her supervisor that she was having
medical problems with her left eye and that treatment “would require future
medical leave and would possibly require accommodations in order to continue in
her role as Director of Home Health.” (Am. Compl. ¶ 41.)
Kerney received medical leave from August 19, 2010, through December
14, 2010. Kerney alleges that she was released by her physician to return to work
on December 14, 2010, “with accommodations.” (Am. Compl. ¶ 45.) She does
not set forth what those accommodations were or whether she communicated the
need for accommodation to the defendants.
Kerney contends that she was
terminated on December 14, 2010, and replaced by a younger individual who
lacked her qualifications and did not have a vision impairment. Kerney asserts that
1
The Amended Complaint alleges that Mountain States Health Alliance
(“MSHA”), the other defendant in this case, owns and manages NCH and that Kerney
was employed by both NCH and MSHA.
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the defendants discriminated against her on the basis of her age and disability.
Kerney also claims that the defendants retaliated against her “for her requests that
accommodations be provided due to her vision impairment. . . .” (Am. Compl. ¶
52.) Kerney alleges that she filed a timely charge of discrimination with the Equal
Employment Opportunity Commission (“EEOC”) and that she met all the
administrative prerequisites for bringing this action.
As shown by the record, Kerney filed a Charge of Discrimination with the
EEOC in September 2011.2 In the charge, Kerney checked the boxes stating that
she was claiming discrimination based on age and disability. She did not check the
box stating that she was claiming retaliation.
Although Kerney’s narrative
description of the facts in the charge closely corresponds to her Amended
Complaint, Kerney stated in the charge that the “actual basis for my termination is
a combination of age discrimination and disability discrimination.” (Mem. of Law
in Supp. of Defs.’ Partial Mot. to Dismiss Ex. A.) She did not mention retaliation.
She also stated, “I was released by my physician to return to work on December
2
Kerney did not exhibit a copy of the charge with her Amended Complaint but
the defendants attached a copy to their Partial Motion to Dismiss. In determining
whether subject-matter jurisdiction exists pursuant to a Rule 12(b)(1) challenge, “the
district court is to regard the pleadings’ allegations as mere evidence on the issue, and
may consider evidence outside the pleadings without converting the proceeding to one for
summary judgment.” Richmond, Fredericksburg & Potomac R.R. Co. v. United States,
945 F.2d 765, 768 (4th Cir. 1991).
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14, 2010. When I arrived at work, I was terminated.” (Id.) She did not describe
the accommodations allegedly prescribed by her physician.
II
“When a Rule 12(b)(1) motion challenge is raised to the factual basis for
subject matter jurisdiction, the burden of proving subject matter jurisdiction is on
the plaintiff.” Richmond, Fredericksburg & Potomac R. Co., 945 F.2d at 768. The
district court should apply the standard for a motion for summary judgment. Id.
“The moving party should prevail only if the material jurisdictional facts are not in
dispute and the moving party is entitled to prevail as a matter of law.” Id.
Kerney claims that her termination was in violation of the Age
Discrimination in Employment Act of 1967 (“ADEA”), as amended, 29 U.S.C.A.
§§ 621-634 (West 2008 & Supp. 2012), and the Americans with Disabilities Act
(“ADA”), as amended, 42 U.S.C.A. §§ 12101-12213 (West 2005 & Supp. 2012).
Before a plaintiff can bring a suit under these statutes, she is required to file a
charge of discrimination with the EEOC. See Sydnor v. Fairfax Cnty., Va., 681
F.3d 591, 593 (4th Cir. 2012) (noting that the ADA requires that a plaintiff must
exhaust his administrative remedies by filing a charge with the EEOC before
pursuing a suit in federal court); Jones v. Calvert Grp., Ltd., 551 F.3d 297, 300
(4th Cir. 2009) (“Before a plaintiff may file suit under Title VII or the ADEA, he is
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required to file a charge of discrimination with the EEOC.”). The exhaustion
requirement is integral to the enforcement scheme for the federal discrimination
statutes. Sydnor, 681 F.3d. at 593 (citing Chacko v. Patuxent Inst., 429 F.3d 505,
510 (4th Cir. 2005)). Requiring a party to first file a charge with the EEOC
ensures that the employer is given notice of the alleged claims, allowing the
employer a chance to remedy discrimination before litigation commences, and
provides the parties recourse to resolution in a more efficient and less formal
manner. Sydnor, 681 F.3d. at 593. Failure to exhaust administrative remedies
deprives a federal court of subject-matter jurisdiction over the claim. Jones, 551
F.3d at 300.
The statute’s goals would be “undermined, however, if a plaintiff could raise
claims in litigation that did not appear in his EEOC charge.” Sydnor, 681 F.3d at
593.
“To prevent such gamesmanship, we have held that the ‘scope of the
plaintiff’s right to file a federal lawsuit is determined by the charge’s contents.’”
Id. (quoting Jones, 551 F.3d at 300). The Fourth Circuit has found that exhaustion
is not satisfied where the administrative charges “reference different time frames,
actors, and discriminatory conduct” from the complaint and where the charge
alleges one type of discrimination (race) but the complaint alleges either multiple
types or different types (race and sex). Sydnor, 681 F.3d. at 593.
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On the other hand, the Fourth Circuit has stressed that “the exhaustion
requirement should not become a tripwire for hapless plaintiffs.” Id. at 594.
Therefore, if “‘a plaintiff’s claims in her judicial complaint are reasonably related
to her EEOC charge and can be expected to follow from a reasonable
administrative investigation,’ she may ‘advance such claims in her subsequent civil
suit.’” Id. (quoting Smith v. First Union Nat’l Bank, 202 F.3d 234, 247 (4th Cir.
2000)). In determining whether the exhaustion requirement has been met in any
individual case, a court must endeavor to “strike a balance between providing
notice to employers and the EEOC on the one hand and ensuring plaintiffs are not
tripped up over technicalities on the other.” Sydnor, 681 F.3d at 594.
In this case, Kerney’s EEOC charge stated that she was claiming
discrimination based on age and disability. She checked the boxes indicating that
she was claiming discrimination based on age and disability and her narrative
stated that “[t]he actual basis for my termination is a combination of age
discrimination and disability discrimination.” (Mem. of Law in Supp. of Defs.
Partial Mot. to Dismiss Ex. A.) Kerney did not check the box indicating that she
was claiming retaliation and the charge did not mention retaliation at all. On the
face of it, Kerney did not raise the retaliation claim before the EEOC. See Miles v.
Dell, Inc., 429 F.3d 480, 491-92 (4th Cir. 2005) (finding that plaintiff failed to
exhaust administrative remedies for retaliation claim where she did not check the
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retaliation box on her charge form and did not mention retaliation in her narrative
description of the charge).
Kerney argues that her retaliation claim is reasonably related to the claims
raised in her EEOC charge and should be allowed to proceed. She contends that
her Amended Complaint tracks the EEOC charge in that it alleges the same time
frames, actors and discriminatory conduct. Kerney essentially argues that her
retaliation claim could be reasonably inferred from the EEOC charge because in
the charge she asserted that she requested accommodation for her disability but
instead was terminated.
Kerney’s argument fails, in part, because it rests precisely upon the gap
between the facts alleged in her EEOC charge and those alleged in the Amended
Complaint.
In her Amended Complaint, Kerney alleges that she required
accommodation for her disability upon returning to work and she was fired that
day. 3 However, in her EEOC charge, Kerney only alleged that she notified her
supervisor of the possible need for accommodation in May 2010, before she went
on medical leave. She was on medical leave from August 2010 through December
2010. She was terminated upon returning to work in December. Nowhere in her
charge does she state that she either required accommodation upon returning to
work, as alleged in the Amended Complaint, or that she communicated such a need
3
She does not allege that her need for accommodation was communicated to her
employers, a problem which is addressed below.
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to her employer. Thus, according to the facts laid out in the charge, she requested
accommodation, she was given a long medical leave, and then she was terminated
upon returning to work, seven months after requesting accommodation. These
facts do not reasonably lead to the inference that she claimed retaliation for
requesting accommodation, especially since she was apparently granted a
significant accommodation in the form of medical leave. This is particularly true
when one considers that failure to provide reasonable accommodation for a
disability is grounds for a substantive disability discrimination claim, Sydnor, 681
F.3d at 594, as well as a “protected activity” in the retaliation context, Lamb v.
Qualex, Inc., 33 F. App’x 49, 60 (4th Cir. 2002) (unpublished). Reasonably
interpreted, Kerney’s request for accommodation as alleged in her EEOC charge
goes to establishing her claim for discrimination based on her disability, not
retaliation. See Malhotra v. KCI Techs., Inc., 240 F. App’x 588, 590 (4th Cir.
2007) (unpublished) (“Thus, a reasonable investigation would not focus on sex
discrimination merely because [the charging party] identified the sex of certain
involved persons.”).
Further, the charge does not allege facts showing a close temporal proximity
of retaliatory action to the request for accommodation that could have given either
the defendants or the EEOC notice that the plaintiff was claiming that her
termination was retaliation. See Clark Cnty. School Dist. v. Breeden, 532 U.S.
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268, 271 (2001) (per curiam) (noting the importance of temporal proximity
between the protected activity and the adverse employment action in establishing a
retaliation claim). The fact that the EEOC charge alleged that she requested
accommodation is simply not sufficient to establish that her administrative and
judicial claims are reasonably related. The EEOC charge would not have given
either the EEOC or the defendants any reason to expect a retaliation claim nor
would it have reasonably triggered an EEOC investigation of possible retaliation.4
For these reasons, Kerney failed to exhaust her administrative remedies for her
retaliation claim and I must dismiss the claim for lack of subject-matter
jurisdiction.
Even if this court had subject-matter jurisdiction over Kerney’s retaliation
claim, I would dismiss the claim under Federal Rule of Civil Procedure 12(b)(6).
Under Rule 12(b)(6), a claim must be dismissed if it does not contain any
“sufficient factual matter, accepted as true, to ‘state a claim to relief that is
plausible on its face.’” Ashcroft v. Iqbal, 556 U.S. 662, 678 (2009) (quoting Bell
Atl. Corp. v. Twombly, 550 U.S. 544, 570 (2007)). Although a court will generally
accept a complaint’s factual allegations as true, the complaint must contain
4
Kerney’s retaliation claim does not fall into the limited exception to exhaustion
for claims based upon retaliation for the filing of an EEOC charge. See Jones, 551 F.3d
at 301-02. The alleged retaliation, her termination, occurred in December 2010, well
before she filed her charge in September 2011.
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“enough facts to state a claim that is ‘plausible on its face,’ meaning more than the
speculative possibility of the defendant’s liability.”
Trail v. Gen. Dynamics
Armament & Technical Prods., Inc., 697 F. Supp. 2d 654, 657 (W.D. Va. 2010)
(quoting Iqbal, 556 U.S. at 678)).
To make out a prima facie case for retaliation, the plaintiff must show (1)
that she engaged in a protected activity, (2) that the employer took an adverse
employment action against her, and (3) that a causal connection exists between the
protected activity and the adverse employment action. Lamb, 33 F. App’x at 60.
The plaintiff's claim for retaliation has to be based on her return to work under a
doctor's order requiring accommodation because her initial request for
accommodation (in May) was granted and she was given medical leave lasting
several months.
However, the Amended Complaint does not allege that she
communicated the second request for accommodation to the defendants or that the
defendants otherwise knew about her need for accommodation upon returning to
work after her medical leave. See Parkinson v. Anne Arundel Med. Ctr., 79 F.
App’x 602, 604-05 (4th Cir. 2003) (unpublished) (“[B]efore he could establish
that appellees refused to provide reasonable accommodation in violation of the
ADA, Parkinson first must have, at minimum, communicated to appellees a wish
for accommodation of his disability.”) If the need for accommodation was not
communicated to the defendants, then there is no causal connection between her
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request for accommodation and her termination. Because the Amended Complaint
does not allege that the need for accommodation upon return from leave was
communicated to defendants or known by defendants, it fails to state a claim for
retaliation.
III
For the reasons stated, it is ORDERED that:
1. Defendants’ Partial Motion to Dismiss (ECF No. 7) is GRANTED; and
2. Plaintiff’s claim of retaliation is DISMISSED for lack of subject-matter
jurisdiction.
ENTER: July 11, 2012
/s/ James P. Jones
United States District Judge
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