Lestage v. Coloplast Corp. ( 2020 )

United States Court of Appeals
For the First Circuit
No. 19-2037
AMY LESTAGE,
Plaintiff, Appellee,
and
UNITED STATES AND THE STATE OF CALIFORNIA, ex rel., KIMBERLY
HERMAN, AMY LESTAGE AND KEVIN ROSEFF,
Plaintiffs,
v.
COLOPLAST CORP.,
Defendant, Appellant,
and
COLOPLAST A/S; CONVATEC, INC.; HOLLISTER, INC.; 180 MEDICAL,
INC.; A-MED HEALTH CARE, INC.; BYRAM MEDICAL SUPPLIES, INC.; CCS
MEDICAL SUPPLIES, INC.; LIBERTY MEDICAL SUPPLIES, INC.;
LIBERATOR MEDICAL SUPPLY, INC.; SHIELD MEDICAL, INC.; UROMED,
INC.; RGH ENTERPRISES, INC.; SHIELD CALIFORNIA HEALTHCARE
CENTER, INC.,
Defendants.
APPEAL FROM THE UNITED STATES DISTRICT COURT
FOR THE DISTRICT OF MASSACHUSETTS
[Hon. Rya W. Zobel, U.S. District Judge]
Before
Lynch, Selya, and Lipez,
Circuit Judges.
Elisabeth S. Theodore, with whom Samuel F. Callahan and Arnold
& Porter Kaye Scholer LLP were on brief, for appellant.
Rachel M. Wertheimer, with whom Paul W. Shaw, Tawny L.
Alvarez, and Verrill Dana, LLP were on brief, for appellee.
December 9, 2020
LYNCH, Circuit Judge. This case under the anti-
retaliation provision of the False Claims Act raises an issue of
first impression in this circuit as to the proper causation
standard. 31 U.S.C. § 3730(h)(1). Amy Lestage filed suit against
her employer Coloplast Corporation ("Coloplast") in 2016 alleging
that Coloplast had retaliated against her in violation of the False
Claims Act after it learned that she had filed a qui tam action
against it and one of its largest customers. Lestage was placed
on indefinite administrative leave four days after that customer
requested that Lestage stop serving its account. When she returned
from leave after the qui tam suit against Coloplast was settled,
Lestage says she was given an inferior slate of account
assignments.
After a five-day trial, the jury concluded that both the
leave and the account assignment were adverse employment actions
taken because of Lestage's involvement in the qui tam suit and
awarded Lestage $762,525 in compensatory damages.
The district court denied Coloplast's subsequent motions
for judgment as a matter of law and a new trial. Fed. R. Civ. P.
50, 59. Coloplast appeals from the denials of these motions,
challenging the sufficiency of the evidence to support the verdict,
whether plaintiff's expert testimony as to damages was properly
admitted, and whether the jury instructions, to which it had
consented, were error.
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We reject Coloplast's claims of error and affirm. In
doing so, we hold under Supreme Court precedent that the causation
standard for retaliation claims under the False Claims Act is a
"but-for" standard. We join the Third, Fourth, Fifth, and Eleventh
Circuits in doing so. See DiFiore v. CSL Behring, LLC, 879 F.3d
71, 73 (3d Cir. 2018); U.S. ex rel. Cody v. ManTech Int'l, Corp.,
746 Fed. App'x 166, 176-77 (4th Cir. 2018) (unpublished opinion);
U.S. ex rel. King v. Solvay Pharms., Inc., 871 F.3d 318, 333 (5th
Cir. 2017); Nesbitt v. Candler Cnty., 945 F.3d 1355, 1359 (11th
Cir. 2020).
I. Factual Background
In reviewing the denial of Coloplast's motion for
judgment as a matter of law, we examine all evidence in the light
most favorable to the jury verdict. See ITYX Sols. AG v. Kodak
Alaris, Inc., 952 F.3d 1, 9 (1st Cir. 2020).
Coloplast is a medical device company that develops
ostomy, continence, wound, and skin care products. Coloplast has
between 12,000 and 16,000 sales accounts. Just forty to fifty of
these, called key accounts, provide over 95% of Coloplast's sales.
Key accounts vary in size, but most have at least $1 million in
sales per year or substantial growth potential.
Key account managers ("KAMs") are responsible for making
sales to and managing Coloplast's relationship with key accounts.
KAMs receive a base salary and a bonus, but the bonus makes up a
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large percentage of their compensation. The bonus is based on the
growth in sales in the accounts they manage. If a KAM achieves
his or her "target" growth in sales, the KAM receives 100% of a
set commission ($80,000 in the relevant time period). If growth
exceeds the target, the KAM is paid more, and if growth falls short
of the target, the KAM is paid less. Management sets the
individualized growth targets each year.
Lestage began working as a salesperson for Coloplast in
2004. In 2010, she became Coloplast's first key account manager.1
In 2013 and 2014, she was the highest-performing KAM at Coloplast.
Among her key accounts was Byram Health Care ("Byram"), which is
one of Coloplast's largest accounts. Byram made up approximately
80% of her sales portfolio by volume.
In December 2011, Lestage and others filed a qui tam
action under the False Claims Act against Coloplast and several
Coloplast competitors and clients, including Byram. The qui tam
complaint alleged that Coloplast had paid kickbacks to clients,
including Byram. The complaint was filed under seal as required
by law. See 31 U.S.C. § 3730(b)(2). This meant that neither
Coloplast nor Byram was notified of the suit during this period of
sealing. The US Department of Justice ("DOJ") investigated the
allegations and ultimately decided to pursue them. The complaint
1 When Lestage was promoted in 2010, her job title was
"distribution account manager," Coloplast's old term for KAMs.
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was unsealed on August 21, 2014. Near the end of November 2014,
Lestage noticed that Byram had stopped replying to her emails and
phone calls.
On December 19, 2014, Byram's CEO sent an email to Edmond
Veome, then Coloplast's Senior Vice President of the North America
region, with an attached letter stating that Byram "no longer
wish[ed] to work with Amy Lestage regarding our business together"
and would like to be assigned to a new KAM.
Veome asked Byram why it wished to remove Lestage from
its account. The Byram representative told Veome to contact
Byram's attorneys with any questions. Veome reached out to
Coloplast's in-house counsel as well as Thomas Beimers, the lawyer
representing Coloplast with respect to the DOJ qui tam suit.
Veome, Beimers, Nick Pederson (Coloplast's human resources
director), and Mort Hansen (Lestage's direct supervisor) met
several times in the following days. The content of those
conversations was not disclosed under claims of attorney-client
privilege.
On December 23, 2014, Hansen and Pederson called Lestage
and told her she was being placed on indefinite paid administrative
leave. Pederson sent a follow-up letter later that day which
stated that "as a result of Byram's demand, we are placing you on
an indefinite, paid administrative leave effective as of December
23, 2014, while we investigate this matter further." Coloplast
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did not ask her to continue managing her other key accounts with
four other customers. Coloplast presented no evidence that anyone
at Coloplast performed any investigation during the period Lestage
was placed on leave.
During the administrative leave, Coloplast continued to
pay Lestage her base salary, as well as 100% of her target
incentive bonus. Coloplast also gave her the standard annual 2.5%
raise and allowed her to keep her company car and gas card.
Coloplast cut her off from use of her Coloplast email account while
she was on leave. Coloplast presented no evidence that it had
promptly notified her other key accounts that she had been placed
on leave.
Lestage was not asked to return until January 2016, after
Coloplast had agreed to settle the qui tam action. Veome testified
at trial that the decision to bring Lestage back to work was
somewhat independent of the resolution of the qui tam action, but
at his deposition he had stated that when the qui tam action was
"moving toward resolution" was "the time to bring her back to work
because there was no longer going to be the pending investigation.
There was an outcome that was being delivered, and so it would be
okay for her to return."
In December 2014, when she was placed on leave, Lestage
was managing five key accounts: ABC Home Medical ("ABC"), Byram,
Home Care Delivered, Claflin, and Buffalo Hospital Supply
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("Buffalo"). Upon her return, she was given the Claflin, Home
Care Delivered, and Buffalo accounts along with four new accounts:
Geriatric, AmerisourceBergen, Blackburn's, and Concordance.
Lestage had asked not to be reassigned to the Byram account but
told Coloplast she wanted the ABC account. She was not assigned
the ABC account at any time after her return, even when the person
who handled the account during her leave left that job.
While Lestage was on leave, the ABC account was managed
by Henrik Wurgler, a non-KAM employee. At the time of Lestage's
return, ABC was in the process of selling its business. Hansen
gave as a reason why Lestage did not receive the ABC account that
in July 2015, when ABC was told that Lestage would be returning
from leave, ABC requested that Wurgler remain on the account
because he had been "an outstanding supporter of ABC Medical and
[was] always timely in his response, unlike his predecessor."2
2 The parties dispute who ABC was referring to when it
said "his predecessor." Lestage's direct supervisor, Mort Hansen,
was managing the account right before Wurgler took over. But ABC's
request was directed to Hansen, and the email was a discussion
about whether Lestage should be returned to the account, suggesting
that the email referred to Lestage.
Lestage learned only upon returning to work that Coloplast
had not initially told ABC about her leave. During her leave she
received several emails from ABC to her work address, but she never
saw them because she was cut off from her work email while on
leave. Four months after her leave began, an ABC employee sent
another email to her work address asking why she was not responding
to ABC's emails. She saw this email about a year later when she
returned to work.
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Hansen also testified that Coloplast "had internal knowledge at
the time [of the merger] at the management level that there's a
high likelihood that [the account ABC merged with] was somehow
financially tied to . . . one of the qui tam action accounts."3
Wurgler left in early 2016 and Timothy Townson was
assigned the ABC account, not Lestage. Hansen testified that
Townson was assigned the account because he was located in
California, where the ABC point-of-contact would be located after
the merger. The only explanation for why her location in New
England was a barrier to her handling this account was testimony
that Coloplast was trying to reduce costs and ease of travel for
KAMs. The account was transferred again to Yvonne Battistini, not
to Lestage, in late 2018 or early 2019.
Lestage also asked to be assigned to the Cardinal account
when its existing KAM was promoted to director of key accounts in
2019. Cardinal is located in the Northeast, near Lestage's other
accounts. She was denied the Cardinal account.
The parties dispute whether the four new accounts
assigned to Lestage were high-performing accounts which would
allow Lestage to meet her growth targets.
3 Hansen testified to several additional reasons that
Lestage was not returned to the ABC account. ABC was in
negotiations to merge with another business, so Hansen did not
think it was a good time to change account managers. There were
several ongoing marketing campaigns Hansen did not want to disrupt.
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Lestage testified that Blackburn's had "some" but not
"substantial" growth potential, that it was not willing to engage
in marketing campaigns with Coloplast and did not have an "outside
sales force" which would allow Lestage to drive business to the
account. It grew at -2.8% in 2017 and 8.4% in 2018.
AmerisourceBergen is a larger account with an outside
sales force, but Lestage testified that due to AmerisourceBergen's
lines of business, which do not overlap substantially with
Coloplast's business, it was difficult for her to drive sales with
that firm. AmerisourceBergen grew at -17.4% in 2017 and 2.5% in
2018.
Geriatric was not a key account when it was assigned to
Lestage. Geriatric is also a long-term care distributor, and
Coloplast does not focus on long-term care. Geriatric's sales
grew 23.9% in 2017.
Concordance was a successful account which grew at 3.8%
in 2017 and 18.1% in 2018.
ABC grew at 76.4% in 2017 and 28.9% in 2018.
Coloplast maintained at trial that the accounts Lestage
was assigned were a reasonable mix of accounts with opportunity to
grow.
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II. District Court Proceedings
In May 2016, Lestage amended her qui tam complaint to
allege that Coloplast had retaliated against her in violation of
the False Claims Act.
A jury trial was held from April 8 through April 12,
2019. On April 9, the parties read twenty-seven joint factual
stipulations to the jury, including one that stated that "Coloplast
placed Ms. Lestage on a leave in response to Byram's request to
have her removed from its account."
Before trial, Coloplast filed a Daubert motion to
exclude the testimony of plaintiff's damages expert, economist Dr.
Judith Roberts. The court reserved decision on the motion. Before
permitting Dr. Roberts to take the stand, the district court asked
Lestage's counsel several questions about Dr. Roberts'
methodology. The court instructed the jury that Dr. Roberts "ha[d]
to be qualified" and that "[the district court] ha[d] to make a
judgment as to whether she's qualified." The district court then
conducted in front of the jury a preliminary examination as to Dr.
Roberts' qualifications, during which Coloplast's counsel asked
Dr. Roberts several questions about her methodology, before the
court decided her testimony was admissible.
Dr. Roberts estimated the difference between the
compensation Lestage would make but-for Coloplast's alleged
retaliation and the compensation she will actually make. To
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estimate those losses, Dr. Roberts took the following steps.
First, she took Lestage's compensation in 2013 and 2014, the two
years pre-leave, as a baseline of what Lestage's compensation would
have been but-for the leave and account reassignment. She then
took Lestage's 2017 and 2018 compensation, the two years post-
leave, as a baseline of what Lestage's compensation will be in
future years. She then assumed, based on data taken from
Payscale.com regarding the compensation of similarly situated
salespeople, that Lestage's compensation would grow at a rate of
1.04% per year. She took the difference between the without-leave
and with-leave compensation to estimate the loss in each year for
the next 20.4 years, the number of years she predicts Lestage will
stay in the workforce. To estimate total loss, she discounted
each year's damages to adjust for the likelihood that Lestage would
leave Coloplast before that year.
Coloplast presented a competing expert witness, Frances
McCloskey, who challenged Dr. Roberts' assumptions and methodology
and concluded that Lestage had not suffered any economic loss.
After the close of Lestage's evidence, Coloplast moved
for judgment as a matter of law under Rule 50. Fed. R. Civ. P.
50.
On the final day of trial, the district court reviewed
its proposed jury instructions with counsel. As to causation, it
instructed the jury that it could find for Lestage if she proved
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that her participation in the qui tam suit was a "substantial
motivating cause" of each adverse employment action. Coloplast
did not object to this instruction.
The jury returned its verdict on April 12, 2019. The
jury found that Coloplast had retaliated against Lestage by placing
her on leave and assigning her inferior accounts upon her return
and awarded Lestage $762,525.
After trial, Coloplast filed a motion for a new trial
under Rule 59 on the grounds that the damages were excessive, that
Dr. Roberts' testimony was inadmissible and prejudicial, and that
the verdict was against the clear weight of the evidence. Fed. R.
Civ. P. 59(a). Coloplast also renewed its motion for judgment as
a matter of law under Rule 50(b). Fed. R. Civ. P. 50(b). Coloplast
argued that no reasonable jury could find that Coloplast had placed
Lestage on leave because of the qui tam action, that Lestage had
suffered compensatory damages, that Lestage's account assignments
on her return were materially adverse, or that the account
assignments were retaliatory. The district court denied both
motions.
As to the new trial motion, the district court explained
that Dr. Roberts' testimony was admissible because Dr. Roberts was
qualified and she had used a "straight-forward and rational method
for approximating otherwise opaque sums." Any dispute between the
parties concerned only the assumptions underlying the model, and
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Coloplast had ample opportunity on cross-examination and during
its own expert's testimony to expose any weaknesses in those
assumptions. And since Dr. Roberts' testimony was admissible,
Coloplast's other arguments failed as well.
As to the motion for judgment as a matter of law, the
court held Lestage had presented sufficient evidence that she was
placed on leave because of the qui tam suit and of damages -- both
emotional and to her working relationships -- incurred while on
leave. She had also presented evidence, which the jury could
reasonably credit, that Hansen had "stymied" her return to the ABC
account and assigned her sub-par accounts.
This appeal followed.
III. Analysis
We first address the claim of error as to the jury
instructions, followed by the motion for judgment as a matter of
law and the claims of error as to Dr. Roberts' testimony.
A. Jury Instructions
For the first time on appeal Coloplast argues that the
"substantial motivating factor" instruction was error and should
have been a "but-for" instruction.
Because Coloplast did not object to this instruction
below, we review this claim for plain error. Teixeira v. Town of
Coventry ex rel. Przybyla, 882 F.3d 13, 16 (1st Cir. 2018)
("Unpreserved claims of instructional error . . . are reviewed
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only for plain error." (citing United States v. Deppe, 509 F.3d
54, 58 (1st Cir. 2007))). To demonstrate plain error, the party
advancing the claim of error must establish "(1) that an error
occurred (2) which was clear or obvious and which not only (3)
affected the defendant's substantial rights, but also (4)
seriously impaired the fairness, integrity, or public reputation
of judicial proceedings." Id. at 18 (quoting United States v.
Duarte, 246 F.3d 56, 60 (1st Cir. 2001)). "'[P]lain error' is 'an
indisputable error by the judge, given controlling precedent.'"
Clukey v. Town of Camden, 894 F.3d 25, 33 (1st Cir. 2018) (quoting
United States v. Ponzo, 853 F.3d 558, 582 (1st Cir. 2017)). This
circuit has demonstrated "marked reluctance to find plain error in
civil cases." Dimanche v. Mass. Bay Transp. Auth., 893 F.3d 1, 10
(1st Cir. 2018) (quoting Acevedo-Garcia v. Monroig, 351 F.3d 547,
570 (1st Cir. 2003)). The plain error hurdle is especially high
where an appellant relies on a claim of instructional error. See
Teixeira, 882 F.3d at 18.
The False Claims Act forbids employers from
discriminating against an employee "because of" his or her
protected conduct. 31 U.S.C. § 3730(h)(1); see also Guilfoile v.
Shields, 913 F.3d 178, 187-88 (1st Cir. 2019). The parties dispute
the proper meaning of "because of."
In 2004, this circuit said in passing, and not in a
holding, that an employee making a retaliation claim under the
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False Claims Act must "show that 'the retaliation was motivated,
at least in part, by the employee's engaging in protected
activity.'" U.S. ex rel. Karvelas v. Melrose-Wakefield Hosp., 360
F.3d 220, 239 (1st Cir. 2004), abrogated on other grounds by
Allison Engine Co. v. U.S. ex rel. Sanders, 553 U.S. 662 (2008)
(quoting S. Rep. No. 99-345, at 35, reprinted in 1986 U.S.C.C.A.N.
5266, 5300).
Five years later, the Supreme Court decided Gross v. FBL
Financial Services, Inc., 557 U.S. 167, 176 (2009), and four years
after that, University of Texas Southwestern Medical Center v.
Nassar, 570 U.S. 338, 350-52 (2013). In Gross, the Court held
that in order to make out a claim under the Age Discrimination in
Employment Act, which forbids employers from discriminating
against individuals "because of such individual's age," a
plaintiff must show that age was the but-for cause of the
employer's adverse employment action. 557 U.S. at 176; see also
29 U.S.C. § 623(a). In Nassar, the Court relied on Gross to hold
that plaintiffs bringing claims under the anti-retaliation
provision of Title VII -- which forbids employers from
discriminating against an individual "because" he has challenged
the employer's practices -- must prove that retaliation "was the
but-for cause of the challenged employment action." 570 U.S. at
352.
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Since Nassar and Gross, several circuits have applied
the but-for standard in retaliation claims under the False Claims
Act, reasoning that the statutory language is "materially
identical" to that in Nassar and Gross. See Nesbitt, 945 F.3d at
1359-60 (collecting cases).4 We agree that given the nearly
identical statutory language, retaliation claims under the False
Claims act must be evaluated under the but-for causation standard.
The instructions were error but they were not plain error
because this circuit had never decided the question pre- or post-
Nassar. Further, even after Nassar, several circuits continued to
use a motivating factor test. See, e.g., Singletary v. Howard
Univ., 939 F.3d 287, 293 (D.C. Cir. 2019). We add that it is
difficult to fault the district court when Coloplast's trial
counsel failed to call this issue to the court's attention either
at the charge conference or immediately following the court's
rendition of its jury instructions, even though these events
transpired some six years after Nassar was decided. Under the
circumstances, the error hardly can be said to be indisputable.
4 Some circuits have continued to use a "motivating
factor" standard, but we agree with the Eleventh Circuit's
reasoning in Nesbitt that such a test is at odds with the Supreme
Court's decisions in Nassar and Gross. See Nesbitt, 945 F.3d at
1360-62.
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B. Rule 50 Motion for Judgment as a Matter of Law
We review de novo the denial of a post-trial motion for
judgment as a matter of law. Analysis Grp., Inc. v. Cent. Fl.
Invs., Inc., 629 F.3d 18, 22 (1st Cir. 2010). "Our review is
weighted toward preservation of the jury verdict because a verdict
should be set aside only if the jury failed to reach the only
result permitted by the evidence." Id. (quoting Quiles-Quiles v.
Henderson, 439 F.3d 1, 4 (1st Cir. 2006)) (internal quotation marks
omitted) (alterations in original omitted). We review the evidence
in the light most favorable to the non-moving party. Cham v.
Station Operators, Inc., 685 F.3d 87, 93 (1st Cir. 2012).
We assess False Claims Act retaliation claims under the
McDonnell-Douglas burden-shifting framework. Harrington v.
Aggregate Indus. Ne. Region, Inc., 668 F.3d 25, 30-31 (1st Cir.
2012); see also McDonnell-Douglas Corp. v. Green, 411 U.S. 792,
802-03 (1973). Under this framework, to establish a prima facie
case of retaliation, Lestage must show (i) that she engaged in
protected conduct under the False Claims Act, (ii) that Coloplast
knew she engaged in such conduct, and (iii) that Coloplast
retaliated against her because of this conduct. Id. at 31; see
also 31 U.S.C. § 3730(h)(1).
Once the plaintiff makes out a prima facie case, the
burden shifts to the employer to articulate a non-retaliatory
reason for the adverse employment action. Harrington, 668 F.3d at
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31. This is merely a burden of production. Mesnick v. Gen. Elec.
Co., 950 F.2d 816, 823 (1st Cir. 1991). If the employer produces
evidence of a legitimate motive, the burden remains with the
plaintiff to show "that the proffered reason is a pretext
calculated to mask retaliation." Id. (citing Mesnick, 950 F.2d at
827 (1st Cir. 1991)). Courts then will look "to the record as a
whole to determine whether there is sufficient evidence of 'pretext
and retaliatory animus'" to sustain the jury verdict. Id. (quoting
Mesnick, 950 F.2d at 827); see also id. at 33 ("'[W]eaknesses,
implausibilities, inconsistencies, incoherencies, or
contradictions in the employer's proffer[]' can give rise to an
inference of pretext." (quoting Morgan v. Hilti, Inc., 108 F.3d
1319, 1323 (10th Cir. 1997)) (alterations in original)).
As explained above, the protected conduct must have been
the but-for cause of the adverse employment action. We apply the
but-for standard to evaluate Coloplast's Rule 50 motion despite
its failure to object to the district court's "substantial
motivating factor" instruction below. See Boyle v. United Techs.
Corp., 487 U.S. 500, 513-14 (1988); City of St. Louis v.
Praprotnik, 485 U.S. 112, 120 (1988) (plurality opinion) ("[T]he
failure to object to an instruction does not render the instruction
the 'law of the case' for purposes of appellate review of the
denial of a directed verdict or judgment notwithstanding the
verdict" (quoting City of Springfield, Mass. v. Kibbe, 480 U.S.
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257, 264 (1987) (O'Connor, J., dissenting))); see also Fisher v.
City of San Jose, 558 F.3d 1069, 1074 (9th Cir. 2009) (holding
that in evaluating Rule 50 motions, appellate courts must "apply
the law as it should be, rather than the law as it was read to the
jury, even if the party did not object to the jury instructions."
(quoting Pincay v. Andrews, 238 F.3d 1106, 1109 n.4 (9th Cir. 2001)
(internal quotation marks omitted))).
Coloplast argues evidentiary insufficiency as to the
jury's conclusions (a) that Coloplast put Lestage on leave and
assigned her particular accounts "because of" her protected
conduct and (b) that the assignment of accounts following Lestage's
return to Coloplast was an adverse employment action.
As to the first contention, we clear away Coloplast's
meritless argument that the stipulation "Coloplast placed Ms.
Lestage on a leave in response to Byram's request to have her
removed from its accounts" forecloses Lestage from proving
causation. The stipulation had to do with temporality and
established only that Byram's letter set off the chain of events
resulting in Lestage's leave. It was hardly a concession that
there was no retaliation.5
5 Stipulations are interpreted according to general
contract law principles. Gomez v. Rivera Rodriguez, 344 F.3d 103,
121 (1st Cir. 2003). Contracts are interpreted to "effectuate the
intent of the parties." VFC Partners 26, LLC v. Cadlerocks
Centennial Drive, LLC, 735 F.3d 25, 29 (1st Cir. 2013). It strains
credulity that Lestage would have stipulated that Byram's letter
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Moving on, there was more than sufficient evidence that
Lestage would not have been placed on leave but-for her protected
action. A jury could conclude that Coloplast knew Byram's request
was in retaliation for her qui tam suit and that the two companies'
lawyers discussed it. Coloplast could have simply removed Lestage
from the Byram account but chose not to do so. Instead it put her
on leave, removing her from the premises and eliminating her
physical and online presence, not even telling one of her accounts
that she was gone.
Coloplast offered two justifications for putting Lestage
on leave instead of just taking her off the Byram account.
Coloplast says it put Lestage on leave because Byram's letter might
have signaled "broader" issues with Lestage's performance. That
explanation is undercut by at least two facts. First, Coloplast
showed no evidence that it actually did any investigation into
Lestage's work performance. Second, it did not bring Lestage back
to work until after the qui tam suit was resolved.
A jury could also reject Coloplast's justification that
she would not be able to meet her bonus targets if taken off the
Byram account. Given the individualized and oft-changing nature
of KAM bonus calculations, the fact that Coloplast was willing to
simply pay Lestage an 100% bonus while she was on leave, and the
alone would have caused Coloplast to place Lestage on leave. Such
a stipulation would have hamstrung her case before it even began.
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fact that accounts were moved between KAMs with some regularity,
Coloplast could easily have found a satisfactory way to recalculate
Lestage's bonus even if she were taken off the Byram account.
A reasonable jury could decide that Coloplast's reasons
were pretextual, and thus conclude that the leave was retaliatory.
See Harrington, 668 F.3d at 33.
Coloplast's second argument that the account assignments
on Lestage's return were not adverse employment actions
misunderstands the law. Employment action is materially adverse
when it would "dissuade[] a reasonable worker" from engaging in
protected activity. See Rodríguez-Vives v. Puerto Rico
Firefighters Corps of Puerto Rico, 743 F.3d 278, 284 (1st Cir.
2014) (quoting Burlington N. & Santa Fe Ry. Co. v. White, 548 U.S.
53, 68 (2006)). Examples of adverse employment actions include "a
decrease in wage or salary . . . significantly diminished material
responsibilities, or other indices that might be unique to a
particular situation." Morales-Vallellanes v. Potter, 605 F.3d
27, 36 (1st Cir. 2010) (quoting Lapka v. Chertoff, 517 F.3d 974,
986 (7th Cir. 2008) (discussing Title VII retaliation)). Our
earlier discussion of the facts concerning the markedly lesser
accounts she was given on return and the actions Coloplast
deliberately failed to take disposes of this argument.
Finally, a jury could readily conclude that the account
assignments were in retaliation for her filing the qui tam action.
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Coloplast tried to justify its actions through Hansen's testimony.
He testified that reassigning her to a different slate of accounts
was not feasible based on existing client relationships and
geography, but there was contrary evidence.
Coloplast's handling of the ABC account was particularly
telling. A jury could conclude Coloplast had led ABC to complain
that she had been tardy by not immediately informing ABC she was
on leave and had no access to her email accounts to respond to
ABC's inquiry. Indeed, such a remarkable failure to do so would
be strong evidence of pretext.
Beyond that, Coloplast never attempted to return the ABC
account to Lestage, despite its being reassigned several times
after Wurgler's departure. And when the Cardinal account became
available in Lestage's region, it was given to another KAM, despite
Coloplast's asserted preference for assigning KAMs to accounts
located near their homes.
There are many reasons Congress decided to protect
persons who file qui tam actions from retaliation for doing so.
Such protections encourage individuals to expose fraud. S. Rep.
No. 110-507, at 26 (2008). The False Claims Act exists to protect
the federal government from fraud. Id. at 6-7. The jury here
supportably found on sufficient evidence against Coloplast on the
retaliation claim.
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C. Claims Concerning Dr. Roberts' Expert Testimony
Coloplast also requests a new trial on the grounds that
the jury based its verdict on Dr. Roberts' allegedly unreliable
testimony. Coloplast argues that the district court did not
properly perform its gatekeeping role under Daubert v. Merrell Dow
Pharmaceuticals, 509 U.S. 579 (2003). Coloplast also argues that
Dr. Roberts' testimony should not have been admitted because it
rested on flawed methodology and unrealistic assumptions.6
We review de novo the question of whether the district
court performed its gatekeeping function. Smith v. Jenkins, 732
F.3d 51, 64 (1st Cir. 2013). Unless the district court entirely
abdicated its gatekeeper role, we review the district court's
decision to admit expert testimony for abuse of discretion.
Packgen v. Berry Plastics Corp., 847 F.3d 80, 85 (1st Cir. 2017).
The law on the district court's gatekeeper function
under Rule 702 and Daubert is familiar and we have no need to
recite it. 509 U.S. at 592-95. Coloplast's argument is without
6 Coloplast argues that the years before Lestage's leave
were unusually good years for Lestage and the years following her
return were unusually bad years for her. Thus, assuming that her
without-retaliation income would be similar to her best years while
her with-retaliation income would be similar to her worst years
resulted in Dr. Roberts overstating Lestage's damages. Coloplast
next argues that Dr. Roberts' analysis should have used Coloplast-
specific data to estimate Lestage's income and future income
growth. Finally, Coloplast takes issue with Dr. Roberts projecting
Lestage's loss forward over roughly twenty years.
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merit. The district court did not fail to perform a gatekeeping
function. How it chose to do so was within its discretion. See
Lawes v. CSA Architects and Eng'rs LLP, 963 F.3d 72, 99 (1st Cir.
2020).
Dr. Roberts' model was reasonable and her assumptions
were duly challenged on cross-examination and in McCloskey's
testimony.7 Coloplast's quarrel is with the jury's assessment of
the evidence and is devoid of any merit. The district court
properly denied a new trial on this ground.
7 Dr. Roberts also offered explanations for each of her
assumptions. See Cummings v. Standard Reg. Co., 265 F.3d 56, 65
(1st Cir. 2001) (rejecting defendant's challenges that plaintiff's
expert used generic rather than company-specific data and based
lost wages on "unusually high earning[] year" because during cross-
examination, expert "offered sufficient explanations" for his
choice of data).
As to why she used data only from 2013 and 2014 as
Lestage's baseline without-retaliation compensation rather than
including Lestage's lower-earning years in 2011 and 2012, Dr.
Roberts explained that Lestage's income was growing at about 12%
per year from 2011-2014, and thus that the data from 2011 and 2012
would unfairly understate her current earning capacity.
As to why Dr. Roberts assumed that Lestage's post-leave
compensation would not revert to her previous performance, Dr.
Roberts explained that Lestage's compensation was dependent on the
way her target growth rates were set by Coloplast. Because
Coloplast ultimately had control over Lestage's compensation, Dr.
Roberts said she had no basis to assume that Lestage's income would
go back to her pre-leave highs.
As to the duration of the twenty-year projection, Dr.
Roberts explained that she adjusted the measure of damages each
year based on the probability that Lestage would still be at
Coloplast.
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IV. Conclusion
The judgment of the district court is affirmed. Costs
are awarded to Lestage.
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