Dandridge v. Principal Mgmt. Grp. of N. Tex.

CORRIN DANDRIDGE, Plaintiff, v. PRINCIPAL MANAGEMENT GROUP OF NORTH TEXAS, Defendant.

CIVIL ACTION NO. 3:19-CV-2118-B

UNITED STATES DISTRICT COURT NORTHERN DISTRICT OF TEXAS DALLAS DIVISION

April 29, 2021

MEMORANDUM OPINION AND ORDER

Before the Court is Defendant Principal Management Group of North Texas ("PMG")'s Motion for Summary Judgment (Doc. 29), which seeks summary judgment on all claims asserted by Plaintiff Corrin Dandridge ("Dandridge"). For the reasons set forth below, the Court GRANTS IN PART and DENIES IN PART the motion. Specifically, the Court grants summary judgment in favor of PMG on all claims except Dandridge's failure-to-accommodate claims that allege PMG's failure to make its office doors handicap accessible.

I.BACKGROUND¹

A. Factual Background

This is a disability-related employment dispute. Dandridge began working for PMG in 2002.Doc. 31-1, Def.'s App., 8. PMG is a property-management company that services homeowners associations ("HOAs"). Doc. 31-20, Def.'s App., 213. When Dandridge began working at PMG, she was a Community Manager, meaning she managed and supervised a portfolio of HOAs; acted as a liaison between each HOA's board and members; attended board meetings and events; inspected the buildings and common areas of each HOA; managed vendors; and performed a variety of administrative tasks. Doc. 31-1, Def.'s App. 8-10. Later, Dandridge was promoted to Senior Community Manager. Id. at 11. As a Senior Community Manager, she retained her Community Manager responsibilities, but with a smaller portfolio of HOAs so that she could also supervise Community Managers. Id. at 15-16; Doc. 31-20, Def.'s App., 214-15. After the promotion, however, PMG received complaints about Dandridge's supervision from those she supervised, so PMG reassigned those individuals to other Senior Community Managers and instead assigned Dandridge more HOAs to manage. Doc. 31-22, Def.'s App., 257. She nonetheless retained her title, salary, and benefits. Id.

During her employment with PMG (around 2010), Dandridge was diagnosed with lupus, an autoimmune disease causing inflammation that affects her joints. Doc. 31-1, Def.'s App., 21-22. During a lupus flare-up, Dandridge experiences flares of joint pain in her feet, ankles, hands, knees, hips, and elbows. Id. at 23. Around 2018, Dandridge began experiencing more painful flares, causing difficulty when she walked or stood. Id. at 23-24.

In early 2018, Dandridge was excused from work for six days based on a note from her medical provider; she does not recall why the doctor wrote the note—possibly due to a lupus flare. Id. at 41; Doc. 31-8, Def.'s App., 177. Around the same time, Dandridge began using a motorized chair when she experienced lupus flares. Doc. 31-1, Def.'s App., 23-24. She also asked her supervisorif she could work from home when she had severe flares, and she alleges her supervisor declined the request. Id. at 27.

Dandridge then called PMG's "Safe Line," a line for employees to raise "serious concerns," and she explained that she was not permitted to work from home and that she struggled to navigate the office on her motorized chair. Doc. 31-21, Def.'s App., 224. After this call and a conversation with the Director of Human Resources, Shermetra Irving, Dandridge was permitted to work from home for six days, because Dandridge's medical note had indicated she should be restricted to "light duty" even after her return to the office. Id. at 224-25. During this conversation with Dandridge, Irving also explained how Dandridge could make any requests for accommodations. Id. at 225.

In accordance with Irving's instructions, see Doc. 32-1, Def.'s App., 298-99, Dandridge submitted a "Medical Provider Response for ADA Functional Limitations Form" from her medical provider. Id. at 302. On the form, Dandridge's provider indicated that she suffered from lupus and spondyloarthritis and that she experienced "arthritis flares" that can lead to "difficulty with walking and standing[.]" Id. The provider also noted that Dandridge "[h]as to use [a] motorized cart with flares[.]" Id. at 303. In terms of recommended accommodations, the provider stated, "working at home lessen[s] flare days, assistance with stairs when flaring[.]" Id.

Upon receipt of this documentation, Irving, Katie Rainwater (another Human Resources representative), and Dandridge's supervisor met to discuss potential accommodations. Doc. 31-21, Def.'s App., 226. The supervisor "confirmed there would be no issue with providing Dandridge assistance with climbing any stairs during lupus flares." Id. However, the supervisor "expressed concern" about Dandridge working from home, "because there were many job functions that could not be performed at home," such as visits, inspections, oversight of repairs, and meetings. Id. Further,PMG did not permit other Community Managers or Senior Community Managers to work from home. Id. at 226-27. Accordingly, Dandridge's supervisor denied her request to work from home. See id.

At some point during Dandridge's discussions with Human Resources, Dandridge also requested that three of her assigned HOAs—Parkside Cedar Springs Condominium Association ("Parkside"), Coombs Bridge Owner's Association ("Coombs Bridge"), and Imperial House Condominium Association ("Imperial House")—be reassigned. See Doc. 31-22, Def.'s App., 258. Dandridge anticipated "accessibility issues" in navigating these properties "when she was on her mobility chair" due to the stairs and level changes at the properties. Id. Rainwater informed PMG's management that these three properties "were not accessible to [Dandridge's] needs" and would thus need to be reassigned. Id. By April 2018, PMG had reassigned Parkside, and by May 2018, it had reassigned Coombs Bridge, as well as the inspections at Imperial House. See id. at 259-60; Doc. 5, Am. Compl., ¶ 28; Doc. 31-1, Def.'s App., 54-55.

On May 2, 2018, Dandridge emailed Irving and PMG's Regional Vice President, Trung Pham, with an attached "formal written notice" of her issues with PMG. See Doc. 31-16, Def.'s App., 202, 204-05. In this notice, she outlined several issues, including her inability to work from home, the delay in reassigning the facilities discussed above, and the lack of "handicap accessibility" in the office. Id. at 205. Dandridge relayed several requests that she claimed she had already made, including that PMG "make the modification necessary to the office and bathroom doors for [her] to continue to do [her] job." Id. Subsequently, Irving met with Dandridge to discuss the issues raised in the notice. Doc. 31-21, Def.'s App., 227. Irving and Dandridge "discussed . . . that her request to work from home was denied," as well as the status of the property reassignments. Id. Irving states thatduring this discussion, Dandridge "did not indicate that she had any new medical limitations or other accommodations she needed." Id.

Then, following a change in PMG leadership in August 2018, Dandridge requested to supervise a group of Community Managers again. See Doc. 31-20, Def.'s App., 216. PMG's President, Mark Southall, granted this request and assigned Dandridge four Community Managers to supervise. Id.

Toward the end of 2018, Dandridge requested that Southall raise her salary from $59,956.00 to at least $60,000.00. Id. at 218. Around the same time, Dandridge's direct reports began complaining to Human Resources about Dandridge's performance as a manager. Doc. 31-21, Def.'s App., 228. These complaints led to an investigation, which revealed that Dandridge's four supervisees were dissatisfied with Dandridge's failure to supervise and train them. Id. Additionally, some relayed unprofessional conduct by Dandridge; for example, one explained that Dandridge shared details of a sexual encounter with the direct report. Id. at 228-29. Given these findings, in February 2019, Human Resources recommended to Southall that Dandridge no longer supervise managers and instead focus on serving her assigned HOAs. Id. at 229. Southall agreed, and on February 6, 2019, Human Resources and Southall met with Dandridge to inform her she would no longer supervise Community Managers but that her pay, title, and benefits would not change. Doc. 31-20, Def.'s App., 217. Additionally, given "the performance issues with Dandridge," Southall denied her request for a raise. Id. at 218.

From March 4, 2019, to May 29, 2019, Dandridge took leave under the Family Medical Leave Act (FMLA). Doc. 31-21, Def.'s App., 230. When her leave was about to expire, Dandridge indicated she planned to return to work at PMG on June 11, 2019. See id. But she did not return onJune 11, nor did she provide PMG with a new date of return. Id. Rather, on October 19, 2020, she requested to return to PMG under specific conditions. Id. at 231. Irving responded to this request by informing Dandridge that her position was no longer available and that she could apply to an open position. Id. Dandridge did not respond. Id.

B. Procedural Background

Dandridge filed a dual Charge of Discrimination against PMG with the Texas Workforce Commission and the Equal Employment Opportunity Commission ("EEOC") on May 2, 2019. Doc. 31-17, Def.'s App., 206. In the charge, she states that she experienced discrimination from August 1, 2017, to March 5, 2019. Id. She alleges, among other details, that PMG denied her reasonable accommodations and discriminated and retaliated against her. Id. The same day that she filed her charge, she received her right to sue from the EEOC. Doc. 31-18, Def.'s App., 209; Doc. 31-1, Def.'s App., 61.

On July 17, 2019, Dandridge filed a petition against PMG in Texas state court. See generally Doc. 1-1, Ex. 2 (Pet.). A few days later, she amended her petition. See generally Doc. 1-1, Ex. 5 (Am. Pet.). Her amended petition, like the original, alleged claims of disability discrimination, failure to accommodate, and retaliation. Doc. 1-1, Ex. 2 (Pet.), 6-8. It referenced Texas Labor Code provisions, but it also...