Cynthia Marie Ivey v. First Quality Retail Service ( 2012 )


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  •                    Case: 11-12294         Date Filed: 09/21/2012   Page: 1 of 15
    [DO NOT PUBLISH]
    IN THE UNITED STATES COURT OF APPEALS
    FOR THE ELEVENTH CIRCUIT
    ________________________
    No. 11-12294
    Non-Argument Calendar
    ________________________
    D.C. Docket No. 5:09-cv-00333-MTT
    CYNTHIA MARIE IVEY,
    lllllllllllllllllllllllllllllllllllllll                                  lPlaintiff-Appellant,
    versus
    FIRST QUALITY RETAIL SERVICE,
    lllllllllllllllllllllllllllllllllllllll                                 lDefendant-Appellee.
    ________________________
    Appeal from the United States District Court
    for the Middle District of Georgia
    ________________________
    (September 21, 2012)
    Before CARNES, WILSON and FAY, Circuit Judges.
    PER CURIAM:
    Cynthia Ivey, proceeding pro se, appeals from the district court’s grant of
    Case: 11-12294        Date Filed: 09/21/2012        Page: 2 of 15
    summary judgment in favor of First Quality Retail Service (“First Quality”) as to
    her disability discrimination claim under the Americans with Disabilities Act of
    1990 (“ADA”), 42 U.S.C. § 12101, et seq.1 For the reasons set forth below, we
    affirm the district court’s grant of summary judgment to First Quality.
    I.
    In her complaint, Ivey alleged that First Quality, a manufacturer of
    disposable diapers, discriminated against her under the ADA based on her
    disability related to her carpal tunnel syndrome. She further alleged that First
    Quality informed her that she would no longer receive light duty work and that it
    subsequently terminated her. Ivey filed exhibits in support of her allegations.
    Included was a letter that she submitted to First Quality before her termination,
    stating that she could perform the essential duties of her job with accommodations.
    She listed the following accommodations: (1) “rotate every 15 minutes”
    concerning “repetitive use,” “vibratory tool,” “awkward use,” “gripping,” and
    “strenuous use,” (2) providing her with a step platform, or (3) reassignment to
    another position. Also included were physician-prepared work status reports that
    1
    Although Ivey’s complaint did not specifically raise a retaliation claim, the district court
    addressed whether Ivey had shown a prima facie case of retaliation in its order granting summary
    judgment. However, Ivey has abandoned this claim by not addressing it in her initial brief on appeal.
    See Lucas v. W.W. Grainger, Inc., 
    257 F.3d 1249
    , 1255 n.1 (11th Cir. 2001).
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    reflected that Ivey was completely disabled and could not perform any type of
    work in August 2007 and March 2008. A work status report dated November
    2007, reflected that she could return to work, but it restricted her to lifting no more
    than 5 pounds and to only using her left arm occasionally, meaning 1 to 33 percent
    of the time. The report stated that the restrictions were permanent unless she
    decided to have further surgery. Work status reports with dates from June to
    October 2008, reflected that she could use her hand and arm infrequently, meaning
    0 to 2 percent of the time or 1 to 50 times. This limitation encompassed repetitive
    use, use of vibratory tools, awkward use, gripping use, and strenuous use.
    First Quality filed a motion for summary judgment on the ground that Ivey
    could not show that she was a qualified individual who could perform the essential
    functions of her former position. One of Ivey’s physicians had certified that she
    had limited use of her hands and arms and that this limitation was permanent
    without further surgery. Her former position’s job description involved lifting,
    operating equipment, frequent upper arm movement, and repetitive tasks, and she
    had admitted that she could not perform the essential functions of her job. First
    Quality argued that no reasonable accommodations existed, contending that it had
    no legal duty to provide light duty work. Further, Ivey’s request to rotate through
    different job duties was not recommended by a physician and no one else had this
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    schedule. First Quality submitted various exhibits with its motion.
    According to the affidavit of Barbara Cohen, a Human Resources Manager
    for First Quality at the time of the affidavit’s execution, First Quality had
    previously employed Ivey as a production technician. Ivey injured her wrists in
    May 2007, and a physician subsequently performed surgery on her right wrist to
    alleviate carpal tunnel syndrome. From September to December 2007, Ivey
    performed light duty work, which included sweeping and paperwork, through First
    Quality’s program for employees who experience work-related injuries, but are
    expected to recover. The program was unavailable to employees with permanent
    injuries or non-work-related injuries. On March 27, 2008, First Quality informed
    Ivey that it was removing her from light duty work and placing her on worker’s
    compensation leave because Ivey’s treating physician stated that the restrictions
    on Ivey’s left wrist were permanent unless she had surgery. First Quality offered
    to provide Ivey with leave and benefits to assist her in obtaining the surgery, but
    Ivey refused.
    Cohen further attested that First Quality had a policy to remove employees
    from the payroll who were on occupational-injury leave of absence for longer than
    180 days and had not received an extension of leave. After Ivey had been on leave
    for over 180 days, Cohen asked Ivey if she wished to request an extension of her
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    leave. Ivey responded by sending Cohen a treatment and work status report that
    indicated that Ivey could only use her hands zero to two percent of the time. First
    Quality subsequently determined that it had no openings that would accommodate
    her medical restrictions, and terminated her employment on January 19, 2009.
    According to the job description of the production technician position dated
    after First Quality placed Ivey on leave, over two-thirds of the position involved
    using hands “to finger, handle, feel” and reaching with hands and arms.
    Two-thirds or more of the position involved lifting various weights, including up
    to 50 pounds more than two-thirds of the time. A primary task involved packaging
    operations, which involved frequent arm movement and included assembling
    boxes and picking up diaper bags and placing them in boxes.
    Ivey testified in a deposition that, while employed at First Quality, she
    worked 12-hour shifts for 3 days in a row and then had 4 days off of work. As a
    production technician, Ivey packaged disposable diapers at the front of a machine
    and, when the machine was backed up, used her hands and arms “constantly.” She
    had to vertically transfer diaper bags weighing up to 8 pounds, as well as lift boxes
    weighing up to 50 pounds. After she had worked for First Quality for a period of
    time, she also began to assist the loading of materials at the back of the machine
    and running the machine. This work primarily involved using her hands.
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    Ivey further testified that, following her surgery on her left wrist related to
    her carpal tunnel syndrome, she began to perform light duty work, consisting of
    sweeping floors and paperwork. She eventually returned to the diaper machine,
    where she loaded bags and picked up diapers with her hands, but she did not
    package the diapers. Ivey stated that a man with burned hands had also performed
    light duty work, but she could not remember his name or supervisor. On February
    22, 2008, First Quality informed her that it would no longer offer her light duty
    work and that it had placed her on workers’ compensation leave, without her first
    requesting it. That was her last day on the job.
    Ivey further testified that her written request for an accommodation to First
    Quality, involving rotating every 15 minutes, meant that every time she used her
    hands in a specific manner for 15 minutes, she would then rest for 5 minutes. No
    physician had recommended the rotating schedule, but rather the schedule was
    based on her estimation of what she could do. She was unaware of any other
    person working that type of schedule. Nevertheless, she testified that First Quality
    had a “quality department” position that had a work schedule that would
    accommodate her. She had also requested a step platform for use in the packaging
    area in order to modify the awkward position of her hands while doing repetitive
    work. Ivey stated that performing those job duties she had before her injury
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    required her to do more repetitious work than her physician stated that she could
    do without accommodation.
    Ivey filed a response in opposition to summary judgment. In the fact
    section of her response, she stated that other employees and her team leader
    harassed her, laughed at her, and referred to her as “Robo Cop.” Next, she argued
    that she was a qualified individual because she performed her essential duties with
    the accommodation of a hand brace from May to June 2007, and, following her
    surgery, she performed the essential functions of light duty work. She argued that
    a work status report indicated that she could perform the essential functions by
    using repetitive hand movements and then resting. She also stated that a $60
    platform could be purchased for her to assist her with her position.
    Following a reply from First Quality, the district court granted First
    Quality’s motion for summary judgment. The court first noted that the parties did
    not dispute that Ivey was disabled at the time of the alleged discrimination, but
    rather disputed whether she was a qualified individual. The court determined that
    the production technician’s essential functions included lifting and repetitive hand
    use and that Ivey’s proposed accommodations were either unreasonable or would
    not allow her to perform her position’s essential functions. The court indicated
    that Ivey appeared to raise a hostile work environment claim in her response, but
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    determined that, because her complaint did not include the claim, the court would
    not consider it.
    II.
    On appeal, Ivey argues that the district court erred in not applying the ADA
    Amendments Act of 2008 (“ADAAA”) in its order granting summary judgment
    and that she has a disability.2 She further argues that First Quality did not have a
    job description of her former position until after it placed her on leave, and, thus, it
    cannot state that she was unable to perform her job with reasonable
    accommodations. She asserts that an employer’s failure to provide light duty work
    can constitute a violation of the ADA.
    We review the granting of summary judgment de novo, construing the facts
    in the light most favorable to the nonmoving party. Holly v. Clairson Indus., LLC,
    
    492 F.3d 1247
    , 1255 (11th Cir. 2007). A district court shall grant summary
    judgment where the evidence shows that there is no genuine dispute as to any
    material fact and the movant is entitled to judgment as a matter of law. 
    Id. Pro se 2
              Although most of the allegations in Ivey’s complaint occurred before January 1, 2009, the
    effective date of the ADAAA, First Quality terminated Ivey after that date. See Pub. L. No. 110-325,
    122 Stat. 3553. Among other things, the ADAAA expanded the definition of “disability.” 
    Id. § 4. On
    appeal, First Quality does not dispute that Ivey was disabled, but rather disputes whether Ivey
    was a qualified individual, which does not implicate the ADAAA. Thus, we do not need to decide
    whether the ADAAA applies retroactively to Ivey and do not address Ivey’s arguments in her brief
    that she was disabled.
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    pleadings are held to a less stringent standard than those drafted by attorneys and
    are liberally construed. Boxer X v. Harris, 
    437 F.3d 1107
    , 1110 (11th Cir. 2006).
    To establish a prima facie case of discrimination under the ADA, a plaintiff
    must show that (1) she is disabled; (2) she is a qualified individual; and (3) she
    was subjected to unlawful discrimination because of her disability. 
    Holly, 492 F.3d at 1255-56
    . To show that she is a qualified individual, a plaintiff must show
    that she can perform the essential functions of the employment position that she
    holds with or without reasonable accommodations. 
    Id. at 1256. An
    accommodation is reasonable and necessary under the ADA only if it will enable
    the employee to perform the essential functions of the job. 
    Id. However, if the
    employee is unable to perform an essential function of her job, even with an
    accommodation, then she is not a qualified individual covered under the ADA. 
    Id. The employee has
    the burden of identifying a reasonable accommodation that
    would allow her to perform the essential functions of her job. Earl v. Mervyns,
    Inc., 
    207 F.3d 1361
    , 1367 (11th Cir. 2000).
    Whether a function of a position is essential is evaluated on a case-by-case
    basis by examining a number of factors. D’Angelo v. ConAgra Foods, Inc., 
    422 F.3d 1220
    , 1230 (11th Cir. 2005). Consideration is given to an employer’s
    judgment of what it believes to be the essential functions of a position, and any
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    written description of the position, which the employer prepared for advertising or
    interviewing applicants for the job, is considered evidence of a position’s essential
    functions. 
    Id. Also considered are
    factors such as the amount of time spent on the
    job performing the function and the consequences of not requiring the employee to
    perform the function. 
    Id. Prior accommodations do
    not make an accommodation reasonable. Wood
    v. Green, 
    323 F.3d 1309
    , 1314 (11th Cir. 2003) (explaining that the fact that an
    employer had previously granted indefinite leaves of absence did not make a
    request for another indefinite leave of absence a reasonable accommodation). The
    ADA covers people who can perform the essential functions of their jobs presently
    or in the immediate future. 
    Id. We have held
    that “an employer is not required to
    accommodate an employee in any manner in which that employee desires.” 
    Earl, 207 F.3d at 1367
    . Thus, the ADA does not require an employer to eliminate an
    essential function of an employee’s job, but it may require an employer to
    restructure a particular job by altering or eliminating some of its marginal
    functions. Lucas v. W.W. Grainger, Inc., 
    257 F.3d 1249
    , 1260 (11th Cir. 2001).
    Further, although the ADA may require the employer to reassign a disabled
    employee, that duty does not require the employer to move another employee from
    a position in order to accommodate the disabled employee or to promote the
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    disabled employee. 
    Id. at 1256. As
    First Quality does not dispute that Ivey was disabled, the central issue on
    appeal is whether she was a qualified individual who could perform the essential
    job functions of a production technician, without accommodation or with a
    reasonable accommodation. The position’s job description indicated that one of
    the primary tasks was packaging operations, which involved frequent arm
    movement. Ivey contends that the job description for her former position was
    dated two months after First Quality placed her on leave, and, thus, no criteria
    existed to measure whether she could perform her job with reasonable
    accommodations. However, what constitutes an essential function is not based
    solely on the employer’s job description, but is evaluated based on various factors.
    
    D’Angelo, 422 F.3d at 1230
    . In this case, Ivey’s own deposition testimony
    indicates that the position involved “constant[]” use of her hands, lifting, and
    repetitive hand movements during the packaging of diapers. Thus, in light of
    Ivey’s own testimony, and without relying on First Quality’s job description, we
    conclude that one of the essential functions of Ivey’s position involved packaging
    diapers by using her hands quickly and repetitively.
    Because Ivey did not argue that she could perform these essential job
    functions without an accommodation, we next address whether Ivey satisfied her
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    burden of showing that a reasonable accommodation existed. 
    Earl, 207 F.3d at 1367
    . Ivey asserts on appeal that providing her with a permanent position
    involving light duty work, which did not involve the packaging of diapers, was a
    reasonable accommodation. However, the ADA did not require First Quality to
    permanently provide her with light duty work, as this would require it to eliminate
    essential functions of the production technician job as it existed, specifically, the
    repetitive hand movements involved in the packaging of diapers. See 
    Lucas, 257 F.3d at 1260
    . The undisputed evidence shows that First Quality only offered
    employees light duty work on a temporary basis for those employees with work-
    related injuries who were expected to recover. Thus, she failed to show that
    permanently offering her light duty work was a reasonable accommodation.
    Ivey also proposed the following accommodations in a letter to First
    Quality: (1) alternating tasks and taking a 5-minute break after using her hands
    every 15 minutes; (2) utilizing a step platform; and (3) reassignment. First, with
    respect to Ivey’s proposed rotating-hand-use accommodation and her step platform
    accommodation, Ivey has failed to show that these would allow her to package
    diapers by using her hands quickly and repetitively. The physician-prepared work
    status reports that Ivey filed in the district court provided that Ivey was limited to
    engaging in repetitive, awkward, gripping, or strenuous use of her hands
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    infrequently, meaning 0 to 2 percent of the time or 1 to 50 times per a day. In light
    of the limitations contained in the work status reports and the lack of any evidence
    demonstrating how, in fact, these accommodations would allow her to repetitively
    and quickly use her hands, Ivey did not show that these accommodations would
    allow her to perform the essential functions of her former job. Next, Ivey has
    failed to present any evidence showing that her request to be reassigned is a
    reasonable accommodation. Although, in her deposition, she indicated that she
    wished to be reassigned to the quality department, she presented no evidence of
    any vacancies within it, and First Quality was not required under the ADA to
    promote Ivey or reassign her to an occupied position. See 
    Lucas, 257 F.3d at 1256
    . Thus, she failed to show that reassignment was a reasonable
    accommodation.
    Because Ivey did not propose a reasonable accommodation that would allow
    her to perform the essential functions of her job, she failed to show that she was a
    qualified individual and, thus, establish a prima facie case of disability
    discrimination under the ADA. Accordingly, the district court did not err in
    granting summary judgment in favor of First Quality on Ivey’s disability
    discrimination claim.
    III.
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    Ivey raises a hostile work environment claim in her initial brief and
    contends that she was harassed and called names related to her wearing a hand
    brace at First Quality. She requests us to be less stringent in requiring her to have
    raised the claim below, as she is proceeding pro se.
    A complaint should contain “a short and plain statement of the claim
    showing that the pleader is entitled to relief.” Fed.R.Civ.P. 8(a)(2). Although this
    standard is to be applied liberally, a defendant is not required to infer all possible
    claims that could arise out of facts set forth in the complaint at the summary
    judgment stage. Gilmour v. Gates, McDonald and Co., 
    382 F.3d 1312
    , 1315 (11th
    Cir. 2004). At the summary judgment stage, the proper procedure for a plaintiff to
    assert a new claim is to amend the complaint in accordance with Fed.R.Civ.P.
    15(a). 
    Id. Thus, a claim
    may not be raised in a response to a defendant’s summary
    judgment motion. Id.; see Iraola & CIA, S.A. v. Kimberly-Clark Corp., 
    325 F.3d 1274
    , 1286 (11th Cir. 2003) (providing that the district court properly decided not
    to allow a plaintiff to raise a new claim at the summary judgment stage). Although
    we liberally construe the pleadings of pro se litigants, we nevertheless require
    them to conform to procedural rules. See Albra v. Advan, Inc., 
    490 F.3d 826
    , 827,
    829 (11th Cir. 2007) (holding that pro se plaintiff failed to properly effect service
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    on defendant in accordance with Fed.R.Civ.P. 4(c) and that the district court’s
    grant of defendant’s motion to dismiss was thus proper); see also Goldsmith v.
    City of Atmore, 
    996 F.2d 1155
    , 1161 (11th Cir. 1993) (noting that a pro se
    litigant’s complaint was deficient because she failed to include in her complaint a
    demand for the relief sought in compliance with Fed.R.Civ.P. 8(a)).
    There are no facts in Ivey’s complaint that indicate that she intended to raise
    a hostile work environment claim, and, thus, she failed to comply with
    Fed.R.Crim.P. 8. Ivey first mentioned the facts concerning her hostile work
    environment claim in response to First Quality’s motion for summary judgment.
    Thus, the district court properly declined to address her claim because she did not
    include the claim in her complaint. See 
    Gilmour, 382 F.3d at 1315
    .
    IV.
    For the foregoing reasons, we affirm the district court’s grant of summary
    judgment to First Quality.
    AFFIRMED.
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