Dyson v. Dist. of Columbia

808 F.Supp.2d 84

Shekita C. DYSON, Plaintiff,

v.DISTRICT OF COLUMBIA, Defendant.

Civil Action No. 10–cv–01454 (ABJ).

United States District Court, District of Columbia.

Aug. 31, 2011.

Donna Williams Rucker, Gebhardt & Associates, LLP, Washington, DC, for Plaintiff.

Denise J. Baker, Office of the Attorney General for District of Columbia, Washington, DC, for Defendant.

MEMORANDUM OPINION

AMY BERMAN JACKSON, District Judge.

Plaintiff Shekita C. Dyson brings this lawsuit under Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. §§ 2000e, et seq., the District of Columbia Human Rights Act of 1977, D.C.Code §§ 2–1401.01, et seq. , and the Civil Rights Act of 1991, 42 U.S.C. § 1981a, against the District of Columbia (“defendant”), alleging that she was subjected to sexual harassment during the course of her employment.¹ The complaint alleges that plaintiff was subjected to unwelcome advances from a higher ranking employee, which escalated from uncomfortable personal questions and invitations to entirely improper overt sexual solicitations. Defendant filed a motion to dismiss and a supplemental motion to dismiss or, in the alternative, for summary judgment. [Dkt. # 4 and # 8/14]. As plaintiff's federal claims—whether they suffice to state a plausible claim for sexual harassment or not—are time barred, defendant's motions will be granted with respect to the Title VII claims, and the state law claims will be dismissed without prejudice.

BACKGROUND

In July 1997, plaintiff began working for the District of Columbia Fire and Emergency Medical Service as an emergency medical technician. Compl. ¶ 11. Plaintiff was frequently assigned to Ambulance 27, Battalion 2, where Lieutenant James Clem (“Lt. Clem”) worked as an officer. Id. ¶¶ 12–13. While it is unclear from the complaint whether Lt. Clem was plaintiff's direct supervisor, he outranked her, and he was authorized to discipline her and approve her overtime. Id. ¶ 13.

Initially, plaintiff claims that she and Lt. Clem had a normal working relationship and “engaged in the usual firehouse banter akin to the typical conversations one has with their co-workers.” Id. ¶ 14. In “early 2007,” this changed when Lt. Clem began “indelicately” asking plaintiff about her personal relationships, family life, and financial affairs. Id. Lt. Clem would call plaintiff from his personal phone to offer overtime work but these conversations would turn into personal calls. Id. ¶ 15. During these conversations, Lt. Clem asked plaintiff to go on a date with him, offered her money, and volunteered to pay her car loan. Id. ¶ 15–17. Plaintiff repeatedly told Lt. Clem that she was not romantically interested in him and that he should stop calling her. Id. ¶ 16.

In “March/April 2007,” Lt. Clem's behavior escalated. Plaintiff claims that he called her at home and told her that he “knew where she lived.” Id. ¶ 24. In March 2007, Lt. Clem allegedly sent her a picture of his penis with his cell phone. Id. ¶ 25. According to plaintiff, he also made lewd sexual remarks, including asking plaintiff whether “she thought his penis was big enough; whether she had ever had sexual intercourse [and oral sex] with a white man ... [and] that he wished to have oral sex with her.” Id. ¶ 27. Plaintiff claims that Lt. Clem continued to call and text message her, on average, five to eight times per day to offer her overtime work, but she refused because “she could not bring herself to work for or with him.” Id. ¶¶ 30–31.

Despite plaintiff's repeated requests that Lt. Clem leave her alone, the complaint alleges that he continued the offensive behavior “until May 2007.” Id. ¶ 32; Pl.'s Opp. to Def.'s Supplement to Mot. Dismiss (“Pl.'s Supp. Opp.”) at Ex. 5. Plaintiff alleges that around that time, Lt. Clem underwent questioning by the D.C. Metropolitan Police Department about other allegations of misconduct. Compl. ¶ 32. Even after this point, however, plaintiff received numerous “crank phone calls” at the firehouse, which she believes were from Lt. Clem. Id. ¶ 45. At some unspecified date in 2007 or 2008, Lt. Clem was laterally transferred to a different department. Id. ¶ 41. On August 29, 2008, plaintiff states he was charged and found guilty by DCFEMS, although the complaint does not specify whether these charges involved her situation or something else entirely. Id. ¶ 42.

On April 16, 2008, plaintiff filed a charge of discrimination with the D.C. Office of Human Rights. Pl.'s Supp. Opp. at Ex. 4. On April 16, 2008, plaintiff also filed an official complaint with the United States Equal Employment Opportunity Commission (“EEOC”), which was received on April 17, 2008. Pl.'s Opp. to Def.'s Mot. to Dismiss (“Pl.'s Opp.”) at 5; Pl.'s Supp. Opp. at Ex. 5.²

On May 28, 2010, EEOC issued plaintiff a right to sue letter. Pl.'s Opp.; Pl.'s Supp. Opp. at Ex. 1. On August 26, 2010, plaintiff filed the instant lawsuit.

LEGAL STANDARD

“To survive a [Rule 12(b)(6) ] motion to dismiss, a complaint must contain sufficient factual matter, accepted as true, to state a claim to relief that is plausible on its face.” Ashcroft v. Iqbal, 556 U.S. 662, 129 S.Ct. 1937, 1949, 173 L.Ed.2d 868 (2009) (internal quotation marks omitted); see also Bell Atl. Corp. v. Twombly, 550 U.S. 544, 570, 127 S.Ct. 1955, 167 L.Ed.2d 929 (2007). A claim is facially plausible when the pleaded factual content “allows the court to draw the reasonable inference that the defendant is liable for the misconduct alleged.” Iqbal, 129 S.Ct. at 1949. “The plausibility standard is not akin to a ‘probability requirement,’ but it asks for more than a sheer possibility that a defendant has acted unlawfully.” Id. “[W]here the well-pleaded facts do not permit the court to infer more than the mere possibility of misconduct, the complaint has alleged—but it has not ‘show[n]’ ‘that the pleader is entitled to relief.’ ” Id. at 1950, quoting Fed.R.Civ.P. 8(a)(2). A pleading must offer more than “labels and conclusions” or a “formulaic recitation of the elements of a cause of action,” id. at 1949, quoting Twombly, 550 U.S. at 555, 127 S.Ct. 1955, and “[t]hreadbare recitals of the elements of a cause of action, supported by mere conclusory statements, do not suffice.” Id.

When considering a motion to dismiss under Rule 12(b)(6), the complaint “is construed liberally in [plaintiff's] favor, and [the Court should] grant [plaintiff] the benefit of all inferences that can be derived from the facts alleged.” Kowal v. MCI Commc'ns Corp., 16 F.3d 1271, 1276 (D.C.Cir.1994). Nevertheless, the Court need not accept inferences drawn by the plaintiff if those inferences are unsupported by facts alleged in the complaint, nor must the Court accept plaintiff's legal conclusions. See id.; Browning v. Clinton, 292 F.3d 235, 242 (D.C.Cir.2002).

In ruling upon a motion to dismiss, a court may ordinarily consider only “the facts alleged in the complaint, documents attached as exhibits or incorporated by reference in the complaint, and matters about which the Court may take judicial notice.” Gustave–Schmidt v. Chao, 226 F.Supp.2d 191, 196 (D.D.C.2002) (citations omitted). If, however, “matters outside the pleadings are presented to and not excluded by the court, the motion [to dismiss] must be treated as one for summary judgment under Rule 56.” Fed.R.Civ.P. 12(d); see Highland Renovation Corp. v. Hanover Ins. Grp., 620 F.Supp.2d 79, 82 (D.D.C.2009) (holding that whether plaintiff's claim was time barred was a “discrete legal issue” that the court may decide in a converted motion to dismiss “without providing notice or the opportunity for discovery to the parties.”) (internal citations omitted).

ANALYSIS

I. Title VII Claims

Plaintiff claims that defendant subjected her to sexual harassment in violation of Title VII. 42 U.S.C. § 2000e–5(e)(1). Defendant moves to dismiss these claims as barred by Title VII's statute of limitations. Under Title VII, a charge of discrimination must be filed with the EEOC within 180 days after the alleged unlawful employment practice occurred. Id. But if a complainant initially institutes proceedings with a state or local agency with authority to grant or seek relief from the unlawful employment practice, the charge must be filed within 300 days after the alleged unlawful employment practice occurred. Id.

In this case, plaintiff's complaint expressly states that “Lt. Clem's behavior did not cease until May 2007.” Plaintiff filed a charge with the D.C. Office of Human Rights (“DCOHR”) on April 16, 2008, Pl.'s Supp. Opp. at Ex. 5, ³ and she filed a charge of discrimination with the EEOC that was received the next day: April 17, 2008. Id. at Ex. 4. Compl. ¶ 31. In both the DCOHR and the EEOC charges, plaintiff specified that the harassing behavior stopped on May 15, 2007. Pl.'s Supp. Opp. at Ex. 5 and 6. Assuming that the longer 300–day time period applies because plaintiff first instituted proceedings with DCOHR, plaintiff's deadline for filing with the state agency was March 12, 2008. Plaintiff did not file her charge of discrimination until April 17, 2008, which is 38 days after the filing deadline.⁴ Thus, her Title VII claims are untimely. See Bailey v. Verizon Commc'ns, Inc., 544 F.Supp.2d 33, 38 (D.D.C.2008) (dismissing plaintiff's Title VII claim for failure to have filed her EEOC charge within the requisite 300–day time period); Akonji v. Unity Healthcare, Inc., 517 F.Supp.2d 83, 91 (D.D.C.2007) (holding that Title VII's limitations period barred plaintiff's sexual harassment claims based upon alleged incidents which occurred more than 300 days before plaintiff filed her complaint).

Plaintiff points out that that she first contacted the EEOC on December 17, 2007, prior to officially filing her charge on April 17, 2008. Pl.'s Supp. Opp. at 16 and Ex. 2 (EEOC intake questionnaire). She cites Estenos v. PAHO/WHO Fed. Credit Union, 952 A.2d 878 (D.C.2008), for the proposition that the statute of limitations is tolled while the complaint is...