Flannery, Thomas v. Recording Industry ( 2004 )


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  •                               In the
    United States Court of Appeals
    For the Seventh Circuit
    ____________
    No. 03-1591
    THOMAS FLANNERY,
    Plaintiff-Appellant,
    v.
    RECORDING INDUSTRY ASSOCIATION OF AMERICA,
    Defendant-Appellee.
    ____________
    Appeal from the United States District Court
    for the Northern District of Illinois, Eastern Division.
    No. 02 C 2734—James B. Zagel, Judge.
    ____________
    ARGUED SEPTEMBER 3, 2003—DECIDED JANUARY 6, 2004
    ____________
    Before RIPPLE, ROVNER and DIANE P. WOOD, Circuit Judges.
    RIPPLE, Circuit Judge. On October 22, 2001, Thomas
    Flannery filed his first charge of discrimination with the
    Equal Employment Opportunity Commission (“EEOC”). He
    alleged age and disability discrimination by his former
    employer, Recording Industry Association of America
    (“RIAA”), in violation of the Age Discrimination in
    Employment Act (“ADEA”), 
    29 U.S.C. § 621
    , et seq., and the
    Americans with Disabilities Act (“ADA”), 
    42 U.S.C. § 12101
    ,
    2                                               No. 03-1591
    et seq. At a later date, not clear from the record, Mr.
    Flannery filed another charge with the EEOC based
    on occurrences after his employment ended.
    After the EEOC issued a right to sue notice, Mr. Flannery
    filed a complaint in the United States District Court for the
    Northern District of Illinois on April 16, 2002, and then an
    amended complaint on July 11, 2002. In his amended com-
    plaint, he stated four counts against RIAA. Counts I and III,
    alleging discriminatory discharge in violation of the ADEA
    and ADA, respectively, were based on Mr. Flannery’s claim
    that he was fired after twenty-two years of employment
    with RIAA because of his age, sixty-three, and because
    of his disability, heart disease complicated by sleep apnea.
    Counts II and IV, alleging retaliation in violation of the
    ADEA and ADA, respectively, were based on Mr.
    Flannery’s claim that RIAA had refused to give him con-
    sulting work, which it had earlier agreed to provide to him,
    after it learned he had filed a charge of discrimination with
    the EEOC.
    On June 10, 2002, RIAA filed a motion to dismiss under
    Federal Rule of Civil Procedure 12(b)(6). On February 4,
    2003, the district court granted RIAA’s motion to dismiss as
    to all counts and entered judgment in RIAA’s favor. The
    district court held the discriminatory discharge claims
    (Counts I and III) were time-barred, and the retaliation
    claims (Counts II and IV) were not actionable because
    retaliation connected to an independent contractor relation-
    ship does not have the requisite nexus to an employment
    relationship. Mr. Flannery timely appealed both of these
    holdings. Because we are in respectful disagreement with
    the determinations of the district court, we must reverse its
    judgment and remand the case for further proceedings.
    No. 03-1591                                                  3
    I
    BACKGROUND
    A. Facts
    Mr. Flannery worked for RIAA as an investigator in
    RIAA’s Oak Brook, Illinois office. In 1997, Mr. Flannery was
    diagnosed with an irregular heartbeat, and, in August of
    2000, he was diagnosed with sleep apnea. In his amended
    complaint, he maintains that, in a March 2000 meeting, his
    supervisors told him that he would have to leave his
    employment because his health was bad and he was getting
    older. Mr. Flannery responded by telling his supervisors he
    did not want to leave. At that point, they told him that they
    would keep him on and see how things went.
    Mr. Flannery further contends that, on June 14, 2001, he
    was told he would be terminated effective October 1, 2001.
    On the same day, he received a letter from RIAA’s vice-
    president, Frank Walters, explaining the terms of his ter-
    mination. Mr. Walters’ letter set forth three benefits that Mr.
    Flannery would receive as a result of his departure from
    RIAA: (1) severance pay; (2) the possibility of continued
    health benefits; and (3) continued work in a consulting
    capacity with RIAA. As to the third, the letter explained that
    Mr. Flannery could expect that his services would be
    utilized in several different RIAA offices and result in
    approximately twenty hours of billable work per week. An
    August 20, 2001 e-mail from Frank Creighton, another RIAA
    official, to Mr. Flannery stated that he should regard the
    June 14, 2001 letter as “official notice” of his “current and
    future status with RIAA.” Am. Compl., Ex.B.
    Consistent with the June 14, 2001 letter, Mr. Flannery’s
    employment at RIAA ended on October 1, 2001. At the time
    of his departure, he had worked for RIAA for twenty-two
    4                                                 No. 03-1591
    years and was sixty-three years old. Mr. Flannery filed his
    first charge of discrimination with the EEOC on October 22,
    2001. He was never contacted regarding the consulting work
    promised in the June 14, 2001 letter.
    B. District Court Proceedings
    On February 4, 2003, the district court granted RIAA’s
    motion to dismiss in its entirety and entered judgment in
    favor of RIAA. First, the district court determined that the
    discriminatory discharge claims (Counts I and III) were
    time-barred. The court noted that in Illinois an employee
    may sue under the ADEA or ADA only if he files a charge
    of discrimination with the EEOC within 300 days of the
    alleged unlawful employment practice, which in this case
    was the unlawful discharge. The court further held that the
    limitations period commenced when RIAA supervisors told
    Mr. Flannery at the March 2000 meeting that he would have
    to leave because of his age and health. Because the clock
    began to run in March of 2000 and Mr. Flannery’s first
    EEOC charge was not filed until October 22, 2001, over 300
    days later, the district court held that the discriminatory
    discharge counts were time-barred. Accordingly, these
    counts were dismissed.
    Next, the district court dismissed the retaliation claims
    (Counts II and IV) for failure to state a claim upon which
    relief can be granted. The court first held that, in order to be
    actionable, retaliation against a former employee must
    impinge on future employment prospects or otherwise have
    a nexus to employment. The district court then noted that
    neither the ADEA nor the ADA generally protects inde-
    pendent contractors. Applying these principles, the court
    held the alleged retaliation against Mr. Flannery did not
    No. 03-1591                                                   5
    have a nexus to employment because it affected a potential
    independent contractor relationship, an unprotected status,
    rather than an employer-employee relationship. Further-
    more, the court noted that Mr. Flannery did not allege that
    RIAA’s actions affected any other future prospects for work.
    Therefore, the retaliation counts failed to state a claim and
    were dismissed.
    II
    DISCUSSION
    We review a district court’s grant of a motion to dismiss
    de novo. See Marshall-Mosby v. Corporate Receivables, Inc., 
    205 F.3d 323
    , 326 (7th Cir. 2003). In performing this analysis, we
    are obliged to accept all well-pleaded allegations in the
    complaint as true and to draw all reasonable inferences in
    favor of the plaintiff. See 
    id.
     Dismissal under Rule 12(b)(6) is
    only appropriate when there is no possible interpretation of
    the complaint under which it can state a claim. See Martinez
    v. Hooper, 
    148 F.3d 856
    , 858 (7th Cir. 1998). Applying these
    standards to this case presents us with two questions: First,
    is there a reasonable interpretation of Mr. Flannery’s
    complaint under which his discriminatory discharge claims
    are not time-barred? Second, is there a reasonable interpre-
    tation of his complaint under which his retaliation claims
    state a claim upon which relief can be granted? We shall
    address each of these questions in turn.
    A. Discriminatory Discharge Claims (Counts I & III)
    In Illinois, an employee may sue under the ADEA or ADA
    only if he files a charge of discrimination with the EEOC
    within 300 days of the alleged “unlawful employment
    practice.” See Hamilton v. Komatsu Dresser Indus., 
    964 F.2d 600
    , 603 (7th Cir. 1992). In discriminatory discharge cases,
    6                                                 No. 03-1591
    two elements are necessary to establish the date on which
    the “unlawful employment practice” occurred. First, there
    must be a final, ultimate, non-tentative decision to terminate
    the employee. See Delaware State Coll. v. Ricks, 
    449 U.S. 250
    ,
    258-59 (1980). However, an employer who communicates a
    willingness to later change a final decision of termination, as
    through an appeals process, does not render a decision
    “tentative” and not final for the purposes of beginning the
    limitations period. See 
    id. at 261
    . Second, the employer must
    give the employee “unequivocal” notice of its final termina-
    tion decision. See Dvorak v. Mostardi Platt Assocs., Inc., 
    289 F.3d 479
    , 486 (7th Cir. 2002). Both of these elements are
    necessary to start the limitations period; neither alone is
    sufficient. See Ricks, 
    449 U.S. at 258-59
    ; Dvorak, 
    289 F.3d at 486
    .
    Each party submits a different date as the point in time on
    which these elements were satisfied. RIAA contends that the
    March 2000 conversation between Mr. Flannery and his
    supervisors constituted a final decision with unequivocal
    notice. In its view, under Ricks and Dvorak, the clock began
    to run on that date. RIAA suggests that this decision was
    perhaps followed by an agreement to reconsider RIAA’s
    final discharge decision, but it submits that any such
    reconsideration had no effect on the limitations period.
    Under this version of events, Mr. Flannery’s claim is time-
    barred because his EEOC charge was filed on October 22,
    2001, more than 300 days beyond the “unlawful employ-
    ment practice.”
    Mr. Flannery disputes this characterization of the March
    2000 conversation. He claims that RIAA’s decision at the
    March meeting was tentative and non-final. Furthermore, he
    submits that, even assuming a final decision was made at
    that time, the conversation that took place provided him
    with only equivocal notice. Cast this way, the March 2000
    No. 03-1591                                                      7
    meeting did not start the clock under Ricks or Dvorak. Mr.
    Flannery points instead to June 14, 2001, as the date of the
    final decision and unequivocal notice. His amended com-
    plaint explains that, on or about this date, he was informed
    of RIAA’s final decision to terminate him. June 14, 2001 is
    also the date of Mr. Flannery’s termination letter, which an-
    other RIAA official later deemed as Mr. Flannery’s “official
    notice” of his “current and future status with RIAA.” If June
    14, 2001 is the appropriate date, it is within 300 days of
    October 22, 2001, and his claims are not time-barred.
    1.
    As a threshold matter, RIAA submits that Mr. Flannery’s
    original EEOC charge establishes, as a matter of law, its
    version of events. As RIAA notes, this court has long held
    that, when a document contradicts a complaint to which it
    is attached, the document’s facts or allegations trump those
    1
    in the complaint. See Thompson v. Illinois Dep’t of Prof. Reg.,
    1
    RIAA’s argument focuses on the EEOC charge as an attachment
    to the complaint. It does not argue, at least with any force, that
    Mr. Flannery’s allegations within his original complaint estop
    him from claiming in his amended complaint that March 2000
    was not the date of the “unlawful employment action.” It is
    axiomatic that an amended complaint supersedes an original
    complaint and renders the original complaint void. See Fuhrer v.
    Fuhrer, 
    292 F.2d 140
    , 144 (7th Cir. 1961) (rejecting the argument
    that “the original complaint contained admissions which estop
    plaintiffs from maintaining their alleged action set forth in the
    amended complaint”); 6 Charles Alan Wright et al., Federal
    Practice and Procedure § 1476 (2d ed. 1990). Because the EEOC
    charge and original complaint contain similar factual descrip-
    (continued...)
    8                                                  No. 03-1591
    
    300 F.3d 750
    , 754 (7th Cir. 2002). This principle is a sister
    doctrine of our rule applied in the summary judgment con-
    text that a party cannot create a genuine issue of material
    fact by contradicting prior sworn testimony. See Bank of
    Illinois v. Allied Signal Safety Restraint Sys., 
    75 F.3d 1162
    ,
    1168-72 (7th Cir. 1996). Both of these doctrines serve an im-
    portant purpose of weeding out non-meritorious claims for
    which a trial is not necessary. See 
    id. at 1170
    .
    These doctrines, however, must be applied with caution.
    As we said in Bank of Illinois, “[a] definite distinction must
    be made between discrepancies which create transparent
    shams and discrepancies which create an issue of credibility
    or go to the weight of the evidence.” 
    Id. at 1169-70
     (quoting
    Tippens v. Celotex Corp., 
    805 F.2d 949
    , 953 (11th Cir. 1986)).
    Credibility and weight are issues of fact for the jury, and we
    must be careful not to usurp the jury’s role. Id. at 1170. For
    this reason, these doctrines are only triggered upon a
    threshold determination of a “contradiction,” which only
    exists when the statements are “inherently inconsistent,” id.
    at 1169 n.10; not when the later statement merely clarifies an
    earlier statement which is ambiguous or confusing on a
    particular issue, id. at 1171-72.
    Mr. Flannery’s EEOC charge, in a section entitled “DATE
    DISCRIMINATION TOOK PLACE,” describes the “EARLI-
    EST” date of discrimination as “March 2000” and the “LAT-
    EST” date as “Oct. 2001.” The attached explanation of the
    “PARTICULARS” of the alleged discrimination explains in
    relevant part:
    1
    (...continued)
    tions, however, we shall discuss them together, even though the
    original complaint is not relevant to the doctrine on which RIAA
    bases its argument.
    No. 03-1591                                                9
    In March 2000, my supervisors, Frank Creighton and
    Frank Walters, told me that I would have to leave my
    employment because my health was bad and I was
    getting older. Frank Creighton told me that he would
    keep me on for a period of time so that I could train new
    hires. In August 2000, I was diagnosed with sleep
    apnea. I was discharged from my employment effective
    October 1, 2001.
    Original Compl., Ex.A. Mr. Flannery’s original complaint
    contained a similar account of the March 2000 meeting. See
    Original Compl. ¶ 5. In his amended complaint, Mr.
    Flannery sets forth the following version of events:
    In March 2000, plaintiff’s supervisors told him that
    he would have to leave his employment because his
    health was bad and because he was getting older.
    Plaintiff told his supervisors that he did not want to
    leave. Plaintiff’s supervisors told him that they would
    keep him on and see how things went. They also told
    him that he would be responsible for training new hires.
    In August 2000, plaintiff was diagnosed with sleep
    apnea. On or about June 14, 2001, plaintiff was informed
    by his supervisor that he would be terminated effective
    October 1, 2001. See Exhibit A hereto. Plaintiff was told
    that this would serve as official notice of his termina-
    tion. See Exhibit B hereto.
    Am. Compl. ¶¶ 5-7. Exhibit A is the June 14, 2001 letter
    from Mr. Walters to Mr. Flannery, which begins: “Per our
    discussions, please see the proposed severance package
    offered to you by the RIAA. Your final day of employment
    will be October 1, 2001.” Exhibit B is the subsequent e-mail
    from Mr. Creighton, which states in relevant part: “I
    instructed Frank [Walters] to send you the attached notice.
    As your current supervisor, it was appropriate that it come
    from him. I reviewed and approved the document before it
    10                                                No. 03-1591
    was sent, therefore it stands as official notice of your current
    and future status with RIAA.”
    Applying these principles to the EEOC charge and orig-
    inal complaint as well as to the amended complaint, we
    must conclude that the documents’ respective version of
    events are not so “inherently inconsistent” as to necessitate
    judgment in RIAA’s favor. Neither the EEOC rules gov-
    erning charge forms nor the notice pleading requirements
    mandate a detailed elaboration of the events underlying the
    plaintiff’s claim. See 
    29 C.F.R. § 1601.12
    (a)-(b) (An EEOC
    charge should state a “clear and concise statement of the
    facts, including pertinent dates” but is valid if it is “suffi-
    ciently precise to identify the parties, and to describe
    generally the action or practices complained of.”); Higgs v.
    Carver, 
    286 F.3d 437
    , 439 (7th Cir. 2002) (“All that need be
    specified [in a plaintiff’s complaint] is the bare minimum
    facts necessary to put the defendant on notice of the claim
    so that he can file an answer.”). In his EEOC charge and
    complaint, Mr. Flannery set forth a terse explanation of the
    March 2000 meeting, which was all he was required to do.
    A description of that meeting in particular was necessary
    not because it was the date on which RIAA had made the
    final decision to fire him, but because, at that meeting, RIAA
    officials had identified specifically his age and health as the
    reasons for his dismissal. These factors were, of course, the
    essential elements of his discrimination claims. Notably, the
    description of the March 2000 meeting is provided in the
    section of the EEOC charge form for “PARTICULARS” of
    the alleged discrimination. In the section of the charge form
    entitled “DATE DISCRIMINATION TOOK PLACE,” on the
    other hand, “March 2000” is identified as the “EARLIEST”
    date and “Oct. 2001” as the “LATEST.” The amended
    complaint, in turn, elaborates and clarifies that, in the March
    2000 meeting, Mr. Flannery had responded to his supervi-
    No. 03-1591                                               11
    sors’ statement that he would “have to leave” by informing
    them he did not want to leave, and his supervisors had
    responded by agreeing to keep him on to see how things
    went. It also provides a very plausible account as to why the
    final termination decision and unequivocal notice were not
    accomplished until June 14, 2001.
    The statements at issue could be read differently and infer
    an inconsistency, but the mere necessity of making that
    inference confirms that the inconsistency is not inherent. As
    was noted at oral argument, RIAA may utilize both the
    EEOC charge and the original complaint as impeaching
    evidence at trial, and a jury might be persuaded that the
    statements in the EEOC charge and the original complaint
    about the March 2000 meeting foreclose Mr. Flannery’s
    elaboration in his amended complaint. See, e.g., Fuhrer
    v. Fuhrer, 
    292 F.2d 140
    , 144 (7th Cir. 1961) (noting the
    defendants could enter a superseded complaint into evi-
    dence at trial but the plaintiffs could also explain alleged
    admissions in the superseded complaint); White v. ARCO/
    Polymers, Inc., 
    720 F.2d 1391
    , 1396 n.5 (5th Cir. 1983)
    (“Admissions made in superseded pleadings are as a gen-
    eral rule considered to lose their binding force, and to have
    value only as evidentiary admissions.”); 30B Michael H.
    Graham, Federal Practice and Procedure § 7026 (interim
    ed. 2000) (explaining that statements in superseded or
    withdrawn pleadings constitute “evidentiary,” as opposed
    to “judicial,” admissions, which “may be controverted or
    explained by the party”); cf. Phillips v. Union Carbide, 
    2003 WL 1873086
    , at *2 (E.D. La. 2003) (“This more recent answer
    in 2003, contradicts Plaintiff’s earlier admissions in her
    EEOC charge and her deposition testimony discussed
    above, and creates a disputed issue of fact.”). However, we
    do not believe the documents are so inconsistent so as to
    foreclose Mr. Flannery’s claims at this early stage.
    12                                               No. 03-1591
    2.
    We therefore return to the question of the proper date of
    the “unlawful employment practice” with our focus solely
    on the amended complaint. Two principles guide our de-
    termination on this question. First, it bears repeating that,
    because this case comes to us on a motion to dismiss, we
    must consider all the alleged facts in the amended com-
    plaint as true, draw all reasonable inferences in favor of Mr.
    Flannery, and ask “whether there is any possible interpreta-
    tion of the complaint under which it can state a claim.”
    Martinez v. Hooper, 
    148 F.3d 856
    , 858 (7th Cir. 1998). Second,
    our cases hold that the date on which an unlawful employ-
    ment practice occurs—in this case, when a termination
    decision is final and when unequivocal notice is given—is
    a question of fact. See Lever v. Northwestern Univ., 
    979 F.2d 552
    , 557 (7th Cir. 1992).
    Taking these two principles together, the amended
    complaint alleges that, at the March 2000 meeting, RIAA
    officials initially told Mr. Flannery he would “have to
    leave,” but that, by the end of the meeting, they had agreed,
    at Mr. Flannery’s request, to keep him on and see how
    things went. Under these facts, a plausible interpretation of
    the March 2000 decision is that any decision was “tenta-
    tive,” Ricks, 
    449 U.S. at 261
    , not a “concrete act [which]
    smack[ed] of finality,” Lever, 
    979 F.2d at 554
    . It also is at
    least as plausible that the other date presented to us by Mr.
    Flannery, June 14, 2001, was the date of the final termination
    decision. According to his allegations, on or about June 14,
    2001, Mr. Flannery was told that he would be terminated
    effective October 1, 2001. The letter from Mr. Walters de-
    scribing the benefits he would receive upon his termination
    was also dated June 14, 2001. Finally, that letter was subse-
    quently identified by Mr. Creighton as Mr. Flannery’s
    “official notice” of his “current and future status with
    No. 03-1591                                                  13
    RIAA.” Am. Compl., Ex.B. We do not mean to imply that
    Ricks and Lever necessarily require that a definitive termina-
    tion date must be given, or that the termination decision
    must be memorialized in an “official” communication, in
    order for the employer’s decision to be “final.” See Ricks, 
    449 U.S. at 257
     (“Mere continuity of employment, without more,
    is insufficient to prolong the life of a cause of action for
    employment discrimination.”); Mull v. ARCO Durethene
    Plastics, Inc., 
    784 F.2d 284
    , 288 (7th Cir. 1986). Our only
    holding is that these facts, taken together, and assumed to
    be true, permit the conclusion that the final termination
    decision was not made until June 14, 2001.
    Furthermore, even assuming that a final decision was
    made at the March 2000 meeting, the tentativeness of RIAA
    officials at that meeting permit an interpretation that, at that
    time, RIAA failed to give Mr. Flannery the requisite un-
    equivocal notice. As we have previously noted, notice to the
    employee is only sufficient if it provides a “clear intention to
    dispense with the employee’s services.” Dvorak, 
    289 F.3d at 486
     (emphasis added). Requiring employees like Mr.
    Flannery to file EEOC charges on the basis of ambiguous
    conversations regarding termination would cause a flood of
    false charges; litigants would be forced to file a charge at
    every hint of termination in order to preserve their claims.
    See Stewart v. Booker T. Washington Ins., 
    232 F.3d 844
    , 849
    (11th Cir. 2000). The concomitant burden upon the EEOC
    would impact significantly the enforcement function of the
    agency.
    In sum, according to the amended complaint, on or about
    June 14, 2001, Mr. Flannery was first told of RIAA’s final
    decision to terminate him. At the same time, he received
    a termination letter later deemed an “official notice” of his
    future status with RIAA. Assuming these facts are true, the
    first date on which Mr. Flannery received unequivocal
    14                                                No. 03-1591
    notice is a close call as between March of 2000 and June 14,
    2001. It certainly cannot be decided at this early stage of the
    litigation. Again, we do not mean to suggest that for a notice
    to be operable it must necessarily be written or “official”;
    however, it must be “unequivocal.” See Mull, 
    784 F.2d at 288
    (“[U]nder Ricks and its progeny unequivocal notice of
    termination is all that is required to start the limitations
    period running; it is not necessary for such notice to be in
    writing.”). We hold only that the facts in the amended
    complaint permit the conclusion that the first date of une-
    quivocal notice of termination, like the date of the final
    termination decision, was June 14, 2001. We must therefore
    reverse the district court’s holding that Mr. Flannery’s
    discriminatory discharge claims are time-barred.
    B. Retaliation Claims (Counts II & IV)
    Both the ADEA and the ADA prohibit retaliation against
    an employee for having filed a charge of discrimination. See
    
    29 U.S.C. § 623
    (d) (ADEA); 
    42 U.S.C. § 12203
    (a) (ADA). Mr.
    Flannery alleged in his amended complaint that RIAA had
    retaliated against him for filing a charge of discrimination
    with the EEOC by refusing to give him consulting or inde-
    pendent contractor work that had been promised to him
    before he left RIAA. The June 14, 2001 letter, which set forth
    three benefits that Mr. Flannery would or could receive
    upon his termination, memorialized the third benefit, the
    consulting agreement, as follows:
    As we discussed, after October 1, 2001, the RIAA would
    utilize your services as an Investigative Consultant.
    Your fee would be $60.00 an hour and .40 per miles for
    personal vehicle use. You would be compensated for
    attendance at any court hearings, trials on other matters
    relating to cases currently pending and for cases you
    No. 03-1591                                                    15
    generate after October 1, 2001. We would anticipate that
    your services will be utilized by a number of RIAA
    offices and result in approximately 20 hours of billable
    work per week.
    Am. Compl., Ex.A.
    Both parties agree that the ADEA and ADA only protect
    “employees” and not independent contractors. See Aberman
    v. J. Abouchar & Sons, Inc., 
    160 F.3d 1148
    , 1150 (7th Cir. 1998).
    Thus, independent contractors do not have standing to sue
    under these statutes. See Vakharia v. Swedish Covenant Hosp.,
    
    190 F.3d 799
    , 805 (7th Cir. 1999). However, Mr. Flannery is
    not suing as an independent contractor, but as a former
    employee of RIAA. As we said in Veprinsky v. Fluor Daniel,
    Inc., 
    87 F.3d 881
     (7th Cir. 1996), “former employees, in so far
    as they are complaining of retaliation that impinges on their
    future employment prospects or otherwise has a nexus to
    employment, do have the right to sue their former employ-
    2
    ers.” 
    Id. at 891
    . RIAA argues, consistent with the district
    court, that Mr. Flannery’s claim is nevertheless barred
    because retaliation with respect to an independent contract-
    ing agreement lacks an employment nexus, even if that
    agreement flows from an employer-employee relationship.
    3
    We respectfully disagree.
    2
    Veprinsky was addressing Title VII, but its principle governs in
    the ADEA and ADA context as well. See, e.g., Nawrot v. CPC Int’l,
    
    277 F.3d 896
     (7th Cir. 2002) (addressing discrimination and
    retaliation claims brought by a former employee under the ADEA
    and ADA).
    3
    Mr. Flannery also argues that his retaliation claims are action-
    able even if the alleged retaliatory actions taken by RIAA lack a
    nexus to employment. This circuit has not been entirely clear on
    whether an employment nexus is necessary to state a retaliation
    (continued...)
    16                                                     No. 03-1591
    It is unquestionable that Mr. Flannery’s consulting ar-
    rangement grew out of his employment relationship with
    RIAA. The cases on which Mr. Flannery was to work as an
    investigative consultant after his employment ended were
    some of the same cases he was working on as an employee.
    More importantly, the independent contracting arrangement
    was one part of his severance package from RIAA. The June
    14, 2001 letter from Mr. Walters set forth three benefits Mr.
    Flannery would or could receive upon his separation from
    RIAA: (1) severance pay; (2) the possibility of health
    benefits; and (3) the consulting arrangement. Because this
    package grew out of his employment with RIAA, denial as
    to any part of the package would satisfy the employment
    nexus. See, e.g., Jones v. Ryder Servs. Corp., 
    1997 WL 158329
    ,
    at *5 (N.D. Ill. 1997) (holding that withdrawing a workers’
    compensation settlement offer constituted actionable
    retaliation). The mere fact that part of the severance package
    was a consulting arrangement does not destroy the preexist-
    ing employer-employee nexus.
    3
    (...continued)
    claim. Compare Johnson v. Cambridge Indus., 
    325 F.3d 892
    , 902 (7th
    Cir. 2003) (Adverse action “will not always be employment-
    related” but the employee must show “real harm.”) with Ajayi v.
    Aramark Bus. Servs., Inc., 
    336 F.3d 520
    , 533 (7th Cir. 2003) (To state
    a claim for retaliation, the plaintiff must allege an “adverse
    employment reaction.”). Other circuits are split on the matter. See
    Ray v. Henderson, 
    217 F.3d 1234
    , 1240-43 (9th Cir. 2000) (discuss-
    ing the split in circuits). Because we hold the retaliatory acts Mr.
    Flannery has alleged have a nexus to employment, it is not
    necessary for us to definitively resolve this issue in this case.
    Therefore, for purposes of our analysis, we proceed under the
    assumption that an employment nexus is required for a valid
    retaliation claim under the ADEA and ADA.
    No. 03-1591                                                        17
    The very purpose of the retaliation provisions is to pre-
    vent employers from deterring employees from exercising
    their rights, including the right to file a charge of discrim-
    ination. See EEOC v. Bd. of Governors of State Colls. and
    Univs., 
    957 F.2d 424
    , 431 (7th Cir. 1992). An employer’s
    withdrawal of part of an employee’s severance package,
    occurring at a time when the departing employee is most
    vulnerable, undoubtedly would make other employees
    think twice before filing a discriminatory termination
    charge. Our holding is further supported by the only case
    cited to us that is directly on point, Elliot v. British Tourist
    Auth., 
    172 F. Supp. 2d 395
     (S.D.N.Y. 2001). In Elliot, the
    plaintiff alleged that, as retaliation for filing a charge of
    age discrimination, his employer had withdrawn its pre-
    termination offer of consulting work to him. 
    Id. at 403
    .
    Although the court ultimately ruled his retaliation claims
    were not actionable for other reasons, it held that an em-
    ployer’s failure to give a former employee consulting work
    which it promised he would get before he was terminated
    stated “a prima facie case of retaliation that would survive
    a motion to dismiss under Rule 12(b).” 
    Id. at 404
    . We agree
    with Elliot and hold that Mr. Flannery’s retaliation claims
    have the requisite nexus to employment and are thus
    actionable.
    Mr. Flannery further submits that the denial of consulting
    work will affect his future employment prospects by
    denying him potential contacts in the industry which in turn
    4
    could produce other employment. See Veprinsky, 
    87 F.3d at
    4
    RIAA argues that this aspect of Mr. Flannery’s retaliation claim
    is waived because he failed to present it to the district court. See
    Datamatic Servs., Inc. v. United States, 
    909 F.2d 1029
    , 1034 (7th Cir.
    1990). Mr. Flannery’s brief in opposition to RIAA’s motion to
    (continued...)
    18                                                    No. 03-1591
    891 (“[F]ormer employees, in so far as they are complaining
    of retaliation that impinges on their future employment pros-
    pects or otherwise has a nexus to employment do have the
    right to sue their former employers.” (emphasis added)).
    RIAA correctly notes that retaliation claims must be based
    on facts, and not on speculative theories. See Sauzek v. Exxon
    Coal USA, Inc., 
    202 F.3d 913
    , 919 (7th Cir. 2000) (“Specula-
    tion based on suspicious timing alone, however, does not
    support a reasonable inference of retaliation; instead,
    plaintiffs must produce facts which somehow tie the
    adverse decision to the plaintiffs’ protected actions.”).
    However, Mr. Flannery has set forth sufficient facts to
    permit the inference that the consulting contract is a signifi-
    cant bridge to his future career prospects. Under the con-
    sulting arrangement, Mr. Flannery was to receive approxi-
    mately twenty hours per week of consulting work at various
    RIAA offices. At this stage of the proceedings, we cannot
    say that such an opportunity is not a sufficient amount of
    professional activity to have a significant effect on his future
    employment prospects.
    In sum, then, we hold that the denial of promised con-
    sulting work arising out of Mr. Flannery’s employment has
    4
    (...continued)
    dismiss does not specifically allege that the denial of consulting
    will affect his future employment prospects. See R.5 at 5-7. In its
    order, the district court also stated: “Mr. Flannery does not allege
    that RIAA’s actions affected any other future prospects.” See R.7.
    However, the issue of whether Mr. Flannery’s retaliation claims
    have a sufficient nexus to employment was clearly before the
    district court. Because, in the context presented by this complaint,
    this aspect of Mr. Flannery’s retaliation claim is part and parcel
    of that same issue, we conclude it is not waived for purposes of
    this appeal.
    No. 03-1591                                                  19
    a nexus to his employment and also could have an effect on
    future employment prospects. For these reasons, we must
    reverse the district court’s dismissal of his retaliation claims
    for failure to state a claim upon which relief can be granted.
    Conclusion
    For the foregoing reasons, we reverse the judgment of the
    district court, and the case is remanded to the district court
    for proceedings consistent with this opinion. Mr. Flannery
    may recover his costs in this court.
    REVERSED and REMANDED
    A true Copy:
    Teste:
    _____________________________
    Clerk of the United States Court of
    Appeals for the Seventh Circuit
    USCA-02-C-0072—1-6-04