Harter v. Chillicothe Long-Term Care, Inc. , 2012 Ohio 2464 ( 2012 )

[Cite as Harter v. Chillicothe Long-Term Care, Inc., 2012-Ohio-2464.]
IN THE COURT OF APPEALS OF OHIO
FOURTH APPELLATE DISTRICT
ROSS COUNTY
SUSAN L. HARTER, et al., :
:
Plaintiffs-Appellants, : Case No. 11CA3277
:
vs. :
: Released: May 29, 2012
CHILLICOTHE LONG-TERM CARE, :
INC., et al., : DECISION AND JUDGMENT
: ENTRY
Defendants-Appellees. :
APPEARANCES:
James R. Kingsley, Kingsley Law Office, Circleville, Ohio, for Appellants.
Anthony J. Caruso and Rebecca L. Cull, Kohnen & Patton LLP, Cincinnati, Ohio,
for Appellees.
McFarland, J.:
{¶1} Appellants appeal the decision of the Ross County Court of Common
Pleas granting summary judgment in Appellees’ favor. Specifically, Appellants
argue the trial court erred by finding for Appellees on the claims of sexual
harassment from a hostile work environment and intentional infliction of emotional
distress. Having reviewed the record, we find the alleged harassment was not
severe and pervasive. Nor did Appellants demonstrate they suffered severe
emotional distress. Accordingly, the trial court correctly entered summary
judgment on these claims in Appellees’ favor and we affirm its judgment.
Ross App. No. 11CA3277 2
FACTS
{¶2} Nursing Care Management Group (“NCMG”) owned Chillicothe Long-
Term Care, Inc., which did business as Westmoreland Place (“Westmoreland”),
which was a nursing home facility. David Dixon (“Dixon”) was the administrator
for Westmoreland. During Dixon’s tenure Westmoreland hired Appellants Susan
Harter (“Harter”), Pamela Mullins (“Mullins”), and Diana French (“French”).
{¶3} Throughout Appellants’ employ, they heard Dixon, either directly or
indirectly through hearsay and rumors, make comments they believed were
inappropriate and personally offensive. Appellants allege, in the aggregate:
 Dixon referred to an employee as “hot”;
 Dixon referred to an employee as a “fat bitch”;
 Dixon referred to a male employee as a “faggot”;
 Dixon discussed the television show Dr. 90210, which focuses on a
plastic surgeon who routinely performs breast augmentations, and
Dixon wished he was that surgeon;
 Dixon and others discussed sexual encounters with their spouses;
 Dixon discussed breast feeding;
 Dixon spoke of dating a girl in high school who was “easy”;
 Dixon enjoyed hearing about a female resident’s disfigured genitalia;
Ross App. No. 11CA3277 3
 Dixon recounted a story where a female stripper placed her crotch in
his face;
 Dixon discussed his wife giving him fellatio on specific days of the
year;
 Dixon believed prostitution should be legal;
 Dixon referred to an employee as “eye candy”;
 Dixon enjoyed hearing a story about a female employee “messing
around” with her husband on the way to or from church;
 Dixon stated women use sex to control men;
 Dixon discussed an employee’s thong underwear;
 Dixon watched women walk down the hallway;
 Dixon commented on an employee’s breasts after she leaned over his
desk;
 Dixon asked Harter whether she was having an affair with a co-
worker;
 Dixon stated breast cancer was not a problem, but an opportunity for
women to receive breast augmentation;
 Dixon had inquired about an employee’s breast tattoo;
 When confronted with a rumor that Dixon was having an affair with
an employee, Dixon stated he would be proud to have done so.
Ross App. No. 11CA3277 4
Dixon denied having made many of the comments, admitted to having made some
of the comments, and disputed the context and Appellants’ portrayal of others.
{¶4} In addition to the comments Dixon allegedly made, Appellants took
issue with Dixon’s alleged fondness for Megan Cline (“Cline”), an employee
Dixon hired to market Westmoreland and obtain new clients. Cline was admittedly
younger than Appellants and many other staff members, and by all accounts was
attractive. Although Cline had a bachelor’s degree and Appellants only had a high
school education, they were upset Cline received a higher wage. Although Cline
was hired to market the facility to potential residents, Appellants were upset Cline
received an office and new furniture and they believed Cline received preferential
treatment because of her appearance, not her position.
{¶5} At no point in time did Appellants complain about any of Dixon’s
behavior. Even when participating in a conversation where an inappropriate
comment allegedly occurred, Appellants did not make it known they were
offended or such a comment was unwelcome. Even though the corporate
compliance manual issued by NCMG contained a grievance procedure, which
included a mechanism to bypass an offending supervisor and report inappropriate
conduct anonymously and confidentially, Appellants never once complained or
used the bypass mechanism.
Ross App. No. 11CA3277 5
{¶6} Eventually Appellants left Westmoreland’s employ. After their
separation, Appellants met with counsel and filed a complaint alleging 1) sexual
harassment from a hostile work environment; 2) age discrimination; 3) breach of
employment contract/promissory estoppel; 4) intentional infliction of emotional
distress; 5) defamation/slander; and 6) ratification. Appellees filed a motion for
summary judgment, which the trial court granted in its entirety.
{¶7} The trial court found there were no genuine issues of material fact and
Appellees were entitled to judgment as matter of law. The court found the
comments Dixon allegedly made were not severe or pervasive enough to affect the
terms and conditions of Appellants’ employment. The courts also found many of
the alleged comments, while rude and offensive, were not made because of
Appellants’ sex and thus were not discriminatory.
{¶8} Appellants’ age discrimination claims were time-barred. Regarding
promissory estoppel, Appellants failed to demonstrate a clear an unambiguous
promise of continued employment or any detrimental reliance thereon.
{¶9} On the claim for intentional infliction of emotional distress, the court
found the alleged conduct as not extreme and outrageous as a matter of law and
Dixon did not intend to cause serious emotional distress by his crude comments.
Turning to defamation, Harter and Mullins’ claims were time-barred. While the
Ross App. No. 11CA3277 6
court did not find French’s claim was time-barred, it held that she failed to present
evidence of a false statement by Dixon, which was fatal to her claim.
{¶10} As Appellants did not respond to Appellee’s motion on the claim of
ratification, the court found for Appellees on that claim. Finally, the court found
punitive damages were inappropriate since it had entered judgment for Appellees
on all claims.
{¶11} Appellants now appeal the trial court’s entry of summary judgment,
though only with respect to their claims of a hostile work environment and
intentional infliction of emotional distress.
ASSIGNMENTS OF ERROR
I. DID THE TRIAL COURT COMMIT PREJUDICIAL ERROR WHEN IT
GRANTED DEFENDANTS’ MOTION FOR SUMMARY JUDGMENT
DENYING PLAINTIFFS’ HOSTILE WORK ENVIRONMENT CLAIM?
II. DID THE TRIAL COURT COMMIT PREJUDICIAL ERROR WHEN
IT DISMISSED THE INTENTIONAL INFLICTION OF EMOTIONAL
DISTRESS CLAIM?
Standard of Review
{¶12} “Appellate courts review summary judgments de novo.” Wells Fargo
v. Phillabaum, 4th Dist. No. 10CA10, 2011-Ohio-1311, at ¶ 7, citing Broadnax v.
Greene Credit Service, 118 Ohio App.3d 881, 887, 694 N.E.2d 167 (2d Dist. 1997)
Ross App. No. 11CA3277 7
and Coventry Twp. v. Ecker, 101 Ohio App.3d 38, 41, 654 N.E.2d 1327 (9th Dist.
1995). “In other words, we afford no deference whatsoever to a trial court’s
decision, and, instead, conduct our own independent review to determine if
summary judgment is appropriate.” Wells Fargo at ¶ 7, citing Woods v. Dutta, 119
Ohio App.3d 228, 233-234, 695 N.E.2d 18 (4th Dist. 1997) and Phillips v.
Rayburn, 113 Ohio App.3d 374, 377, 680 N.E.2d 1279 (4th Dist. 1996).
{¶13} “Summary judgment is appropriate only when (1) there is no genuine
issue of material fact, (2) reasonable minds can come to but one conclusion when
viewing the evidence in favor of the nonmoving party, and that conclusion is
adverse to the nonmoving party, and (3) the moving party is entitled to judgment as
a matter of law.” Greene v. Seal Twp. Bd. of Trustees, 4th Dist. No. 10CA812,
2011-Ohio-1392, at ¶9, citing Doe v. Shaffer, 90 Ohio St.3d 388, 390, 738 N.E.2d
1243 (2000), Bostic v. Connor, 37 Ohio St.3d 144, 146, 524 N.E.2d 881 (1988),
and Civ.R. 56(C).
{¶14} “The party moving for summary judgment has the initial burden of
showing that there is no genuine issue of material fact and that it is entitled to
judgment as a matter of law.” Greene at ¶ 10, citing Dresher v. Burt, 75 Ohio
St.3d 280, 292, 662 N.E.2d 264 (1996). “The moving party must inform the trial
court of the basis of the motion and must identify those portions of the record that
demonstrate the absence of a material fact.” Id., citing Dresher at 293. When
Ross App. No. 11CA3277 8
seeking to have the nonmoving party’s claims dismissed, “the moving party must
specifically refer to the ‘pleadings, depositions, answers to interrogatories, * * *
written stipulations of fact, if any,’ that affirmatively demonstrate that the
nonmoving party has no evidence to support [its] claims.” Id., citing Dresher and
Civ.R. 56(C). “If the moving party satisfies its initial burden, the nonmoving party
then has the reciprocal burden outlined in Civ. R. 56(E) to set forth specific facts
showing that there is a genuine issue for trial. If the nonmovant does not satisfy
this evidentiary burden and the movant is entitled to judgment as a matter of law,
the court should enter a summary judgment accordingly.” Id., citing Kulch v.
Structural Fibers, Inc., 78 Ohio St.3d 134, 145, 677 N.E.2d 308 (1997), citing
Dresher at 295. “Mere speculation and unsupported conclusory assertions are not
sufficient.” Hansen v. Wal-Mart Stores, Inc., 4th Dist. No. 07CA2990, 2008-Ohio-
2477, at ¶ 8, citing Boulton v. Vadakin, 4th Dist. No. 07CA26, 2008-Ohio-666, at ¶
20.
I. Sexual Harassment, Hostile Work Environment
{¶15} In their first assignment of error, Appellants claim the trial court erred
when it entered summary judgment in Appellees’ favor on the claim of sexual
harassment from a hostile work environment. We disagree.
Ross App. No. 11CA3277 9
A. Legal Analysis
{¶16} R.C. 4112.02(A) prohibits discrimination in the workplace based upon
a person’s sex. The Supreme Court of Ohio has determined federal case law
interpreting Title VII of the Civil Rights Act of 1964 is generally applicable to
cases involving alleged violations of R.C. Chapter 4112. Hampel v. Food
Ingredients Specialties, Inc., 89 Ohio St.3d 169, 175, 729 N.E.2d 726 (2000). Like
the federal system, the Supreme Court held that a person may prove sexual
harassment by demonstrating a hostile environment, that is “harassment that, while
not affecting economic benefits, has the purpose or effect of creating a hostile or
abusive working environment.” Hampel at 176.
In order to establish a claim of hostile-environment sexual
harassment, the plaintiff must show (1) that the harassment was
unwelcome, (2) that the harassment was based on sex, (3) that the
harassing conduct was sufficiently severe or pervasive to affect the
“terms, conditions, or privileges of employment, or any matter
directly or indirectly related to employment,” and (4) that either (a)
the harassment was committed by a supervisor, or (b) the employer,
through its agents or supervisory personnel, knew or should have
known of the harassment and failed to take immediate and appropriate
corrective action. Hampel at 176-177.
Ross App. No. 11CA3277 10
{¶17} Regarding the second element, “[h]arassment ‘because of sex’ is the
sine qua non for any sexual harassment case.” Id. at 178. This refers to both
harassment because of the victim’s gender and harassment associated with
“libidinal gratification.” However, “harassment is not automatically discrimination
because of sex merely because the words used have sexual content or
connotations.” Id. at 180. “Oftentimes, the use of certain vulgar expressions ‘has
no connection with the sexual acts to which they may reference * * * [and] they
are simply expressions of [personal] animosity or juvenile provocation,’ rather than
discrimination based on sex. Thus, [a]lthough explicit sexual content or vulgarity
may often take a factfinder a long way toward concluding that harassing comments
were in fact based on gender, * * * this need not necessarily be the case.” (Citation
omitted.) Id.
{¶18} To be actionable, the harassment must be harassment that would not
have occurred but for the sex of the employee. Edwards v. Dubruiel, 2d Dist. No.
2002-CA-50, 2002-Ohio-7093, at ¶ 19. “[N]o matter how severe or pervasive the
conduct, harassment does not constitute a discriminatory practice under R.C.
4112.02(A) unless based on a prohibited classification.” Hampel 89 Ohio St.3d at
184-185, 729 N.E.2d 726. For example, harassing and crude conduct that was
directed toward employees as a whole, including both genders, was not based upon
sex and was not actionable. See Godsey-Marshall v. Phillipsburg, 2d Dist. No.
Ross App. No. 11CA3277 11
23687, 2010-Ohio-2266, at ¶ 13-15 (holding “the harassment was based on
something other than sex.”).
{¶19} Likewise, the issue of whether the alleged harassment was severe or
pervasive is fact-specific. The issue of “‘whether an environment is “hostile” or
“abusive” can be determined only by looking at all the circumstances. These may
include the frequency of the discriminatory conduct; its severity; whether it is
physically threatening or humiliating, or a mere offensive utterance; and whether it
unreasonably interferes with an employee’s work performance.’” Hampel, 89
Ohio St.3d at 180, 729 N.E.2d 726, quoting Harris v. Forklift Sys., Inc., 510 U.S.
17, 23, 114 S.Ct. 367, 126 L.Ed.2d 295 (1993). The Supreme Court of the United
States explained “‘simple teasing,’ offhand comments, and isolated incidents
(unless extremely serious) will not amount to discriminatory changes in the ‘terms
and conditions of employment.’” (Internal citation omitted.) Faragher v. Boca
Raton, 524 U.S. 775, 788, 118 S.Ct. 2275, 141 L.Ed.2d 662 (1998). “These
standards for judging hostility are sufficiently demanding to ensure that Title VII
does not become a ‘general civility code.’ * * * Properly applied, they will filter
out complaints attacking ‘the ordinary tribulations of the workplace, such as
sporadic use of abusive language, gender-related jokes, and occasional teasing.’”
Id. Moreover, the Supreme Court has “made it clear that conduct must be extreme
to amount to a change in the terms and conditions of employment.” Id. See, also,
Ross App. No. 11CA3277 12
Ridley v. Federal Express, 8th Dist. No. 82904, 2004-Ohio-2543, at ¶ 70; Jarvis v.
Gertenslager, 9th Dist. Nos. 02CA0047, 02CA0048, 2003-Ohio-3165, at ¶ 39-43.
i. French
{¶20} Regarding the alleged hostile work environment, French alleged she
heard Dixon comment that one employee was “hot,” another was a “fat bitch,” and
a male employee was a “faggot.” French also heard Dixon and other employees
discuss a television show and breasts, as well as sexual encounters with their
respective spouses.
{¶21} Here, viewing the evidence in a light most favorable to Appellants and
accepting French’s allegations as true, she failed to demonstrate the comments
were “sufficiently severe or pervasive” to affect French’s employment. French
was employed by Westmoreland for nearly fifteen months (April 12, 2008 to July
8, 2009) and she was only able to recall these five instances of behavior she
believed were inappropriate, making the frequency of the comments very low. The
comments were also not severe; the first three were offhand comments about
persons’ appearances and the latter two were employees engaging in consensual
and welcome discussions of a sexual nature. None of the incidences were
physically threatening or humiliating to the participants and there was no
suggestion that any of the comments interfered with French’s work performance.
Ross App. No. 11CA3277 13
Thus, the alleged harassment was not severe or pervasive enough to create a hostile
or abusive work environment and French’s claim fails.
ii. Mullins
{¶22} Mullins recalled more incidences of Dixon’s allegedly inappropriate
behavior, though much of it was secondhand. Mullins heard Dixon discussing
breast milk during a lunch conversation with employees. She also heard Dixon
speak of dating a girl in high school because she was “easy.” Mullins had heard
from other staff members that Dixon enjoyed hearing about a female resident’s
disfigured genitalia; Dixon wanted to be the main character of Dr. 90210 so he
could touch women’s breasts; Dixon had told a story of a female stripper placing
her crotch in his face; Dixon had discussed his wife giving him fellatio on certain
dates; Dixon believed prostitution should be legal; Dixon had referred to Cline as
“eye candy”; and Dixon enjoyed hearing a story from an employee about “messing
around” with her husband on the way to church.
{¶23} Here, like French, Mullins has failed to demonstrate that the alleged
incidences were extreme and severe or pervasive enough to create an abusive or
hostile environment and affect the conditions of her employment. Viewing the
evidence in a light most favorable to Appellants and accepting Mullins’ version of
events as true, there were only nine incidences Mullins recalled in the 18 months
(January 19, 2007 to July 23, 2008) she worked at Westmoreland, making their
Ross App. No. 11CA3277 14
frequency low. Though distasteful, none of the comments or conversations was
severe. None was physically threatening or humiliating to Mullins. Finally, none
of the comments unreasonably interfered with Mullins’ work performance. Thus,
the alleged harassment was not severe or pervasive enough to create a hostile or
abusive work environment and Mullins’ claim fails.
iii. Harter
{¶24} Harter’s recollection of events was, by far, the most detailed of the
three appellants. Harter recalled hearing Dixon state, in her presence: prostitution
should be legal; his wife gave him fellatio on certain dates; women used sex to
control men; he wanted to be Dr. 90210 in order to touch women’s breasts; Cline
was “eye candy”; he commented on Jennifer Colbert’s thong underwear; he leered
at women walking down the hallway; he commented on an employee’s breasts
after she left the office; and he questioned Harter about whether she was having an
affair with a maintenance worker. Harter also recalled several comments other
staff members had attributed to Dixon and relayed to her: Dixon had told the story
about a stripper placing her crotch in his face; Dixon believed breast cancer was
not a problem, but an opportunity for women to get breast augmentation; Dixon
had inquired about a female’s employee’s breast tattoo; and when it was implied
Dixon was having an affair with Cline, Dixon stated he would be proud to be
linked to such a rumor.
Ross App. No. 11CA3277 15
{¶25} Here, Dixon’s comments were neither severe nor pervasive. Viewing
the evidence in a light most favorable to Appellants and assuming Harter’s
portrayal of events is accurate, this equates to 13 comments over the nearly seven-
and-a-half years Harter worked at Westmoreland (December 11, 2000 to July 2,
2008). Some of the comments occurred in 2000, 2004, and 2006, while others
occurred in 2007 and 2008. Their frequency was very low.1 None of the
comments were severe, with the exception of the one regarding breast cancer.
{¶26} Likewise, none of the incidences were humiliating to Harter, nor were
they physically threatening. Most all of the comments can be categorized as
offensive utterances or lewd conversations with employees. Finally, Harter failed
to demonstrate that Dixon’s comments unreasonably interfered with her work
performance. Thus, the alleged harassment was not severe or pervasive enough to
create a hostile or abusive work environment and Harter’s claim fails.
{¶27} To be clear, Dixon did dispute that he made many of the comments
Appellants attributed to him. Yet viewing the evidence in a light most favorable to
Appellants and assuming their versions of events are true, their claims still fail as a
matter of law because they did not submit evidence of alleged harassment that was
1
Though Appellants’ brief explicitly and implicitly characterizes Dixon’s comments as “repeated,” the
evidence demonstrates otherwise. When Appellants responded in their depositions as to when specific comments
occurred, they gave specific and finite dates. They did not state such comments occurred daily or with regular
frequency.
Ross App. No. 11CA3277 16
severe and pervasive to the point of altering the conditions of their work and
creating an abusive or hostile environment.
{¶28} Additionally, many of the comments Dixon allegedly made were not
based upon sex. That is, they were crude and many would find them offensive, but
they would have occurred regardless of the gender of persons around him. While
the comments were sexually explicit and vulgar, they were offensive utterances,
not discriminatory harassment specifically directed at women. R.C. Chapter 4112
is not a “general civility code” and this is not the type of conduct it is intended to
prohibit. Appellees were entitled to judgment as matter of law on Appellants’
claims of sexual harassment from a hostile work environment.
{¶29} Accordingly, we overrule Appellants’ first assignment of error.
II. Intentional Infliction of Emotional Distress
In their second assignment or error, Appellants argue the trial court erred
when it entered summary judgment in Appellee’s favor on Appellants’ claims for
intentional infliction of emotional distress. Appellants simply argue a claim for
intentional infliction of emotional distress can be premised upon sexual
harassment. Appellees counter that Appellants failed to prove nearly every
element necessary to establish a claim for intentional infliction of emotional
distress. We agree with Appellees.
Ross App. No. 11CA3277 17
A. Legal Analysis
{¶30} To establish a claim for intentional infliction of emotional distress, a
party must show:
(1) that the defendant either intended to cause emotional distress or
knew or should have known that the actions taken would result in
serious emotional distress; (2) that the defendant’s conduct was so
extreme and outrageous as to go beyond all possible bounds of
decency and was such that it would be considered utterly intolerable
in a civilized community; (3) that the defendant’s actions were the
proximate cause of plaintiff’s psychic injury; and (4) that the mental
distress suffered by plaintiff is serious and of such a nature that no
reasonable person could be expected to endure it. “[I]n order to state
a claim alleging the intentional infliction of emotional distress, the
emotional distress alleged must be serious.” “[S]erious emotional
distress” is “emotional injury which is both severe and debilitating.”
“[S]erious emotional distress may be found where a reasonable
person, normally constituted, would be unable to cope adequately
with the mental distress engendered by the circumstances of the case.”
(Citations omitted). Smith v. Redecker, 4th Dist. No. 08CA33, 2010-
Ohio-505, at ¶ 60.
Ross App. No. 11CA3277 18
{¶31} While sexual harassment in the workplace may form the basis of a
claim for intentional infliction of emotional distress, Johnson v. Cox, 4th Dist. No.
96CA622, 1997 WL 152636, *4 (Mar. 28, 1997), this does not negate Appellants’
burden of proving the elements of intentional infliction of emotional distress.
{¶32} Here, Appellants’ claim fails for two reasons. First, because
Appellants couched their claims for intentional infliction of emotional distress as
arising from the alleged sexual harassment, which failed as a matter of law, their
claims for intentional infliction of emotional distress necessarily fail, too. Without
demonstrating the sexual harassment, Appellants failed to show any extreme and
outrageous conduct.
{¶33} Second, Appellants failed to prove any of them suffered serious
emotional harm. French had not seen a psychologist or therapist for any emotional
distress related to Westmoreland. (French Depo. at 20.) Nor had Mullins (Mullins
Depo. at 125.) or Harter (Harter Depo. at 186.). Appellants offered no evidence
regarding the seriousness of their alleged emotional distress. None of them
claimed their emotional distress was severe or debilitating or that a reasonable
person, normally constituted, would be unable to cope adequately with it.
{¶34} Thus, Appellants claims for intentional infliction of emotional distress
fail and Appellees were entitled to judgment as a matter of law on these claims. As
Ross App. No. 11CA3277 19
such, we overrule Appellants’ second assignment of error. Having overruled all of
Appellant’s assignments of error we affirm the judgment of the trial court.
JUDGMENT AFFIRMED.
Ross App. No. 11CA3277 20
JUDGMENT ENTRY
It is ordered that the JUDGMENT BE AFFIRMED and that the Appellees
recover of Appellants costs herein taxed.
The Court finds there were reasonable grounds for this appeal.
It is ordered that a special mandate issue out of this Court directing the Ross
County Common Pleas Court to carry this judgment into execution.
Any stay previously granted by this Court is hereby terminated as of the date
of this entry.
A certified copy of this entry shall constitute the mandate pursuant to Rule
27 of the Rules of Appellate Procedure.
Exceptions.
Abele, P.J.: Concurs in Judgment and Opinion.
Harsha, J.: Concurs in Judgment Only.
For the Court,
BY: _________________________
Matthew W. McFarland, Judge
NOTICE TO COUNSEL
Pursuant to Local Rule No. 14, this document constitutes a final
judgment entry and the time period for further appeal commences from the
date of filing with the clerk.