DocketNumber: No. 015156E
Citation Numbers: 17 Mass. L. Rptr. 577
Judges: Hines
Filed Date: 4/13/2004
Status: Precedential
Modified Date: 10/17/2022
Introduction
The plaintiff, Tahona Core-Boykin, has been employed by the defendants, Boston Edison Company (“Boston Edison") and NSTAR Gas and Electric Corporation (“NSTAR”)
BACKGROUND
From the evidence in the summary judgment record, considered in the light most favorable to the plaintiff, a jury could find the following facts. Plaintiff has been continuously employed by Boston Edison since 1985, first as a Substation Operator and since 1994 as an Operating Mechanic. In 1986, plaintiff was invited to participate in the Operating Mechanic Apprentice Program. Successful completion of the apprenticeship required plaintiff to perform numerous on-the-job-training (“OJT’) tasks from level 1 through level 12 and to pass written examinations to demonstrate her competency at each stage of the training. After completion of the training, Core-Boykin expected to graduate to the position of Qualified Level 12 Grade B Operating Mechanic (“Qualified Operating Mechanic”). Once so qualified, Core-Boykin would enjoy all the attendant perquisites and benefits, including a degree of autonomy in performing the required duties. Core-Boykin was the only black female
The transition from apprentice to Qualified Operating Mechanic was difficult for Core-Boykin. Her supervisor, Rabbit, was responsible for overseeing the training and testing necessary for plaintiff to graduate to the Qualified Operating Mechanic position. At various times along the way, however, Rabbit resisted assigning plaintiff the required tasks. When CoreBoykin did perform OJT tasks, Rabbit refused on some occasions to review them for proficiency. Frustrated with the delay on one particular task, Core-Boykin sought the assistance of the union steward who arranged for another supervisor to review the plaintiffs work. This supervisor, who happened to be a black male, signed Core-Boykin’s OJT sheet certifying that she had performed the required tasks. When Rabbit learned about the signing of the OJT sheet, he attempted to persuade Edison to reject the black supervisor’s signature. His efforts failed when Edison decided to accept the signature and credit CoreBoykin with the tasks.
On January 22, 1999, Core-Boykin was scheduled to take an OJT examination. On the day of the examination, however, Rabbit ordered Core-Boykin to appear for a random drug test.
On April 28, 1999, Core-Boykin requested in writing an OJT assignment involving wiring circuits and removing old gaskets. Core-Boykin understood that this would be the last assignment before taking the final OJT test. Even though Rabbit is a licensed electrician, an Edison supervisor responded that no licensed electricians were available to oversee this task. Instead, Core-Boykin was sent to a construction unit where, she was told, she needed to go to complete the task. It was not until August 20, 1999 that plaintiff was able to complete the OJT exam. Until that time, she was an “unqualified Level 12" which meant that she had to work under the "tag" of a qualified Level 12.
Shortly after her assignment to the construction unit and after the filing of her discrimination charge at the MCAD, a clay penis appeared in the window. Core-Boykin was offended by the object. After it remained on display for several weeks, she removed it from view. She delivered it to her attorney who in turn complained to Edison. Edison initiated an investigation during which Core-Boykin was required to describe the offending phallus in front of her male co-workers. At a follow-up sexual harassment training meeting, plaintiff became upset and left because she perceived that the form and content of the meeting exacerbated the conditions she was then facing. The co-workers suspected of having installed the phallus were present at the training. In addition, some of Core-Boykin’s co-workers expressed to her their unhappiness at having to appear at sexual harassment training “because of [her] complaints.” Thereafter, Core-Boykin received the “silent treatment” from her co-workers.
At the same time that Core-Boykin was experiencing difficulties in making the transition from apprentice to Qualified Operating Mechanic, she was being subjected to harassment and disparate treatment by her supervisors and co-workers. She alleges a series of incidents, many of which are not disputed by the defendant,
DISCUSSION
A court will grant summary judgment where there are no genuine issues of material fact and where the
Notwithstanding these general summary judgment principles, this court is mindful of the caution that summary judgment is disfavored in disparate treatment discrimination cases. In these cases, the ultimate issue of intent almost always depends on disputed facts. Blare v. Husky Injection Molding Sys. Boston, Inc, 419 Mass. 437, 439 (1995). Nonetheless, summary judgment is not automatically precluded in disparate treatment discrimination cases and should be granted in appropriate cases. Matthews v. Ocean Spray Cranberries, Inc., 426 Mass. 122, 127 (1992).
The defendant raises several arguments in support of this motion for summary judgment: (1) many of the plaintiffs claims are time-barred; (2) the plaintiff has suffered no adverse employment action; (3) facts in the summary judgment record are insufficient as a matter of law to prove a claim either sexual harassment or retaliation; and (4) plaintiffs “combined” race and sex discrimination claim should be dismissed because G.L.c. 15 IB does not permit such a cause of action. I will address each of these arguments in turn.
The Statute of Limitations Challenge
Plaintiff filed the first discrimination charge at the MCAD on April 12, 1999. She filed a second charge alleging retaliation on September 29, 1999. Plaintiffs Complaint was filed in this court on November 28, 2001. A person who brings a charge of discrimination in the MCAD must do so within six months of the alleged unlawful act. G.L.c. 15 IB, §5. If, thereafter, a party elects to file a complaint in the Superior Court, she must do so within three years of the alleged act of discrimination. G.L.c. 151B, §9.
The defendant argues that plaintiffs claims are time-barred because only one alleged discriminatory act, the January 1999 incident involving Rabbit’s “sharp words” about the drug test, occurred within the six-month interval prior to the filing of the first discrimination charge on April 12, 1999. According to defendant’s logic, therefore, none of the other alleged discriminatory acts occurring before October 12, 1998 (the six-month cut-off date) may be considered because plaintiff failed to file a timely charge of discrimination as to any of those acts. I disagree.
Defendant acknowledges that a plaintiff may rely on the continuing violation rule if she shows “within the six-month limitation the existence of at least one incident, which standing alone might not necessarily support her claim, but which substantially relates to earlier incidents of abuse, and substantially contributes to the continuation of a hostile work environment, such that the incident anchors all related incidents, thereby making the entirety of the claim for discriminatory conduct timely.” Cuddyer v. Stop and Shop Supermarkets, Inc., 434 Mass. 521, 533 (2001). Despite this language favoring a liberal approach to this issue, defendant argues that the January 22, 1999 incident cannot be a predicate for the application of the continuing violation rule because it is unrelated in kind to any of the other prior incidents enumerated in the MCAD charge and in the Complaint.
Taken together, the January 22, 1999 incident involving Rabbit’s unfounded accusation against Core-Boykin and the additional seventeen allegations of harassment might reasonably be seen by a jury as cut from the same cloth of hostility based on Core-Boykin’s sex and race. A jury could find that disparate treatment or hostility based on race and/or sex are common elements in a significant number of the alleged acts. These common elements bind together the various acts to establish a pattern of discriminatory conduct sufficient to meet the continuing violation test. Lastly, defendant’s de minimis characterization of the January 22, 1999 incident as merely “sharp words” does not differentiate it from the earlier conduct. It is Rabbit’s alleged race-and sex-based animus, not the words alone, that constitutes discrimination.
Defendant also argues that Core-Boykin cannot avail herself of the continuing violation rule because she knew as early as 1989 that the conduct she complains of was discriminatory. The evidence in the summary judgment record does not support this argument. In Cuddyer v. Stop & Shop Supermarket Co., 434 Mass, at 539, the court specifically rejected this “revelatory” standard for determining statute of limitations issues in sexual harassment cases. Instead, the court expressly approved the application of continuing violation doctrine in cases where, as here, the plaintiff has alleged relevant conduct within the six-month period “unless the plaintiff knew or reasonably should have known that her work situation was pervasively hostile and unlikely to improve, and, thus a reasonable person in her position would have filed a complaint with the MCAD before the statute ran on the conduct.” Id. at 539. This rule is intended, of course, to favor the right of a plaintiff to pursue her claim and it “allows her to litigate alleged, otherwise
Ajury could find that Core-Boykin’s decision to wait until April 12, 1999 to file her discrimination charge was objectively reasonable. Part of the consideration in filing a charge is that discrimination is not necessarily proved by one or even a series of acts. A plaintiff seeking to file a claim based on hostile environment would likely be advised that the law does not favor discrimination charges in such cases. In addition, it is also clear that Core-Boykin would likely have been told, after seeking legal advice in the matter, that a charge was not ripe unless and until the conduct could be shown to affect the terms and conditions of her employment. It might also be argued that in spite of the long history of hostility and harassment, CoreBoykin had an epiphany in January 1999 when Rabbit ordered her to take a drug test instead of the planned OJT competency test. It was then that she understood that her long struggle to advance to Qualified Operating Mechanic would not be made easier by accepting what she perceived to be unjustified and unnecessary delays in getting to the final examination. Based on the evidence, therefore, ajury could conclude that the January 22, 1999 incident triggered Core-Boykin’s decision to seek legal recourse for her situation, and that the incident “furnished the catalyst for her full comprehension that a pattern of long-standing discrimination existed that was unlikely to be successfully remedied.” Cuddyer v. Stop & Shop Supermarkets, 434 Mass, at 540.
Adverse Employment Action
The evidence in the summary judgment record adequately demonstrates an adverse employment action. Under Chapter 151B, §4, it is unlawful for an employer to discriminate because of race or gender in compensation, or in terms, conditions or privileges of employment. The defendants recount the plaintiffs numerous allegations and argue that none of the acts, even if true, affected the plaintiffs job status, pay grade, or any other conditions of her employment. Defendant is correct that a plaintiff must present more than “subjective feelings of disappointment and disillusionment,” Bain v. City of Springfield, 424 Mass. 758, 766 (1997), quoting MacCormack v. Boston Edison Co., 423 Mass. 652, 663 (1996), and that a plaintiff must present “objective evidence that [she has] been disadvantaged in respect to salary, grade, or other objective terms and conditions of employment.” Id. at 766. In my judgment, however, this test has been met.
Without even weighing the cumulative effect of the various allegations of discriminatory conduct, plaintiffs assertion that she was deprived of the opportunity to earn overtime income on a par equal to her white male co-workers suffices as an adverse employment consequence. Defendant concedes this point but argues that Core-Boykin’s evidence on this issue is “unsubstantiated speculation.” The facts of record, including the overtime records presumably produced by defendant, establish a measurable disparity in the distribution of overtime. If credited by a juiy, the evidence that plaintiff was denied overtime opportunities adequately establishes that she was “materially disadvantaged" in the terms and conditions of her employment. A worker’s salary, including the opportunity for overtime pay, is clearly a condition of employment that cannot be impaired on account of gender or race. MacCormack v. Boston Edison Co., 423 Mass, at 663. Accordingly, defendant’s argument that plaintiff suffered no adverse employment action fails.
The Sexual Harassment Claim
The plaintiff alleges a gender-based claim for sexual harassment (Count II) pursuant to G.L.c. 151B, §4(16A). To prove a claim of sexual harassment the plaintiff must establish the following: a) that she was subjected to conduct of a sexual nature; b) the conduct was unwelcome; c) the conduct had the purpose or effect of creating an intimidating, hostile humiliating or sexually offensive work environment; and d) the conduct unreasonably interfered with [her] work performance or altered the terms and conditions of [her] employment." College-Town, Div. of Interco, Inc. v. Massachusetts Comm’n Against Discrimination, 400 Mass. 156, 162 (1987); Ritchie v. Department of State Police, 2004 Mass.App. LEXIS 297. In clarifying the burden of proof for sexual harassment or hostile work environment discrimination, the applicable cases hold that a party must prove that the conduct is objectively and subjectively offensive. Muzzy v. Cahillane Motors, Inc., 434 Mass. 409, 411-12 (2001). In addition, the requirement of interference with the plaintiffs work performance or an alteration in the terms and conditions of the employment means that the plaintiff must prove conduct sufficiently pervasive to have that effect. College Town v. Massachusetts Comm’n Against Discrimination, 400 Mass, at 162. Cuddyer v. Stop & Shop Supermarket Co., 434 Mass, at 532. The flaw in a claim based on a single event is that the underlying conduct simply does not rise to the level of conduct so pervasive as to create a “formidable barrier to full participation ... in the workplace.” College-Town, Div. of Interco, Inc. v. Massachusetts Comm'n Against Discrimination, 400 Mass, at 156. Defendant argues that Core-Boykin’s reliance on the one incident involving the clay penis is insufficient to establish a sexual harassment claim based on hostile work environment. After examining the evidence of record in light of the statute and the cases, I agree.
Though it is theoretically possible to prove hostile environment based on a single act of harassment, this is not such a case. In Gnerre v. Massachusetts Comm’n Against Discrimination, 402 Mass. 502 (1988), the court declined to impose a numerosity requirement in the proof of sexual harassment. At the same time, the
The subsequent events involving Edison’s investigation and employee training on the issue do not transform this incident into a valid hostile environment claim. The investigation and training events are not “sexual” in nature and would not, in any event, be probative of sexual harassment as defined by G.L.c. 151B, §1(18). See Melnychenko v. 84 Lumber Company, 424 Mass. 285 (1997) (sexual harassment requires conduct of a “sexual nature”). Id. at 290. I distinguish conduct of a “sexual nature” from the more typical discrimination in the terms and conditions of employment based on “gender.”
The Retaliation Claim
Under G.L.c. 151B, §4(4), it is unlawful for an employer to “discharge, expel or otherwise discriminate against any person because he has opposed any practices forbidden under this chapter or because he has filed a complaint . . . under section five.” In bringing her claim under this statute, the plaintiff is obligated to prove a “change in working conditions that materially disadvantaged [her]” and that the change is causally related to the filing of her complaint. MacCormack v. Boston Edison Co., 423 Mass. 652, 662 (1996); Sahli v. Bull HN Information Systems, Inc., 437 Mass. 696 (2002). Defendant argues that Core Boykin’s retaliation claim is barred because she failed to prove either an adverse employment action or a causal relationship between the protected activity and the adverse employment action.
First, defendant’s claim that the record lacks proof of adverse employment consequences is addressed and rejected above. This analysis extends to the conduct alleged to have occurred after the filing of the complaint. In a workplace setting where rank and pay are at stake, the unjustified delay in accommodating Core-Boykin’s completion of the final requirements for the transition to Qualified Operating Mechanic is an adverse employment action. Other post-filing conduct also meets the “adverse” requirement. On April 27, 1999 within weeks after the filing of the MCAD charge, Core-Boykin was assigned extra duties and janitorial tasks stereotypically associated with women’s work. In addition, after a July 9, 1999 “tagging” incident in which Core-Boykin refused to place her tag on a job for which she was not then qualified, Rabbit reprimanded her. The reprimand with the attendant loss of pay and the disparate assignment of duties are not merely “subjective feelings of disappointment and disillusionment.” MacCormack v. Boston Edison, 423 Mass, at 663. Both are adverse employment consequences that materially disadvantaged Core-Boykin and, therefore, support Core-Boykin’s retaliation claim.
The facts in the summary judgment record also support a finding of a causal relationship between these adverse consequences and the filing of the discrimination charge. Core-Boykin asserts a series of incidents after the notice to Edison of the filing of her discrimination charge in the MCAD on April 12, 1999. The temporal proximity of these incidents to the filing of the discrimination charge coupled with the lack of a cogent justification for the actions taken against Core-Boykin support an inference of a causal relationship. A jury could reasonably conclude that Edison delayed Core-Boykin’s April 28, 1999 “gasket” supervision request, submitted barely two weeks after the filing of the charge, as retaliation. This request related to Core-Boykin’s complaint about the pace of the her advancement to Qualified Operating Mechanic, the very issue raised in her charge. The reprimand for Core-Boykin’s refusal to place her tag on the job might well be explained to the jury in the context of retaliation rather than a legitimate employer action. This is especially so where Core-Boykin acted in compliance with Edison policy in refusing to tag a job for which she was not qualified and where the supervisor himself refused to issue a direct order to Core-Boykin to tag the job. All of these acts, occurring in close proximity to the filing of the discrimination charge and having no clear or objective justification, support CoreBoykin’s retaliation claim. See Tate v. Department of Mental Health, 419 Mass. 356, 364 (1995) (plaintiff must prove that the employer’s desire to retaliate was a determinative factor in the adverse actions taken by the employer).
The Combination Race-Gender Discrimination Claim
Finally, this Court finds nothing in Massachusetts case law or statutes that prohibits a discrimination claim under Chapter 151B that alleges combination discrimination. Other courts have recognized such
ORDER
For the foregoing reasons, it is hereby ORDERED that the defendants’ motion for summary judgment is DENIED insofar as it seeks dismissal of Counts I, III and IV. The motion is ALLOWED as to Count II.
Boston Edison merged with NSTAR in 2000. For the purposes of this memorandum, I refer to the defendant as “Edison.”
The parties dispute whether Rabbit scheduled the drug test to prevent Core-Boykin from taking the OJT exam. Rabbit claims that he was following orders in directing Core-Boykin to take the drug test and that he had no discretion to change the date of the test. Core-Boykin alleges that the order for the test was dated January 7, 1999, and suggests that it could have been scheduled earlier to avoid a conflict with her examination.
I do not repeat all the alleged incidents here. They are outlined with some specificity in the parties’ memoranda.
Despite the objective standard that applies in evaluating sexual harassment, this rule may in some ways, punish the “strong” woman who is subjected to sexual harassment by requiring that the conduct affect her ability to do her job: the stronger the woman, the higher the threshold for a defendant’s liability.
There is no dispute that Core-Boykin's evidence satisfies the required elements that a) she is in a protected status having filed a complaint; and b) Edison had notice of the charge. MacCormack v. Boston Edison Company, 423 Mass, at 663.