Stephens v. Thomas Pub. Co., Inc., 01 Civ. 7131(DC).

279 F.Supp.2d 279

Cynthia C. STEPHENS, Plaintiff, v. THOMAS PUBLISHING CO., INC., et al., Defendants.

No. 01 Civ. 7131(DC).

United States District Court, S.D. New York.

August 26, 2003.

Solotoff & Solotoff, by Lawrence Solotoff, Cheryl Solotoff, Great Neck, NY, for Plaintiff.

Proskauer Rose, LLP, by Paul Salvatore, Andrew Gutterman, Stephen Malone, New York City, for Defendants.

MEMORANDUM DECISION

CHIN, District Judge.

In this employment discrimination case, plaintiff Cynthia C. Stephens takes a kitchen-sink approach: her complaint asserts ten causes of action, and many of the individual causes of action assert multiple claims or potential claims. For example, the first cause of action is entitled "disability discrimination" in violation of the Americans with Disabilities Act, 42 U.S.C. § 12101 et seq. (the "ADA"), but in fact it alleges that defendants violated the ADA by: discriminating against plaintiff because of her disability "and/or" defendants' "perception of her disability"; refusing to reasonably accommodate her or to "appoint" her to a position for which she was qualified; creating a "severe and pervasive retaliatory and hostile work environment"; and "retaliating against her and/or effectively terminating her, and/or constructively terminating her employment." (Compl.¶ 116).¹ Hence, the first cause of action alone asserts eight claims or potential claims.

Plaintiff takes a similarly unfocused approach in opposing defendants' motion for summary judgment. Instead of setting forth a succinct statement of the material facts in her memorandum of law, she incorporates by reference a 43-page, 168-paragraph Rule 56.1 Statement. Instead of providing a "short and concise statement of the material facts as to which it is contended that there exists a genuine issue to be tried," as required by Local Rule 56.1(b), plaintiff sets forth a lengthy, argumentative recitation of virtually all the facts she deems relevant—whether they are disputed or not.

As a consequence, the Court's task of determining whether genuine issues of material fact exist for trial has been made more difficult. Upon review of the materials submitted by the parties, I conclude that triable issues of fact exist with respect to two claims only. Hence, defendants' motion for summary judgment is granted in part and denied in part.

STATEMENT OF THE CASE

A. The Facts

Except as stated otherwise, the following facts are not disputed for purposes of this motion:

Stephens was employed by defendant Thomas Publishing Company, Inc. ("Thomas") from 1990 until October 2000. She was a marketing manager when her employment with Thomas ended.

In January 2000, Stephens was diagnosed with breast cancer. (Stephens Dep. 161-62). In February 2000, she underwent a lumpectomy in her left breast. (Id. 168-69). She requested and was granted time off pursuant to the Family and Medical Leave Act (the "FMLA"), from February 9 through March 5, 2000. (Id. 169; PX 9). Although she was not permitted to travel during this period, she did some work at home and had no other limitations on her ability to work during that time. (Stephens Dep. 179, 428-30, 445-46). She was cleared by her doctor to return to work beginning March 6, 2000. (Id. 169; Kanowitz Ex. 8).

When Stephens returned to work in March 2000, she was able to perform all essential aspects of her job. (Stephens Dep. 177-78). The only accommodation she requested was intermittent FMLA leave for follow-up chemotherapy treatments, and Thomas granted her request. (Id. 172-74, 435-37; PX 9; Kanowitz Ex. 10). The treatments were scheduled every third week from March through July 2000, and Stephens was given one or two days off each time because of the resulting fatigue and other side effects. (Stephens Dep. 435-37; Compl. ¶¶ 50, 65).

On June 12, 2000, Stephens requested a leave from June 12 through September 4, 2000, with short-term disability benefits. Thomas granted her a leave and paid her salary in full for the time she was out, as it had done for her prior absences. (Stephens Dep. 213-14, 311-14; Kanowitz Dep. 102-06; PX 14). Stephens was reinstated to her position on September 5, 2000, following her return from leave. (Stephens Dep. 330-31; Molofsky Aff. ¶ 9).

As she testified at her deposition, with the exception of the two-week period following her surgery in February 2000, Stephens did not consider herself disabled at any time in 2000. (Stephens Dep. 446). Throughout 2000, she required no assistance in caring for herself, except for a cleaning person who assisted in cleaning her home in February and early March. (Id. 438-39). She bathed and dressed herself, cooked, drove and took public transportation, and had no problems breathing, talking, hearing, seeing, or writing. (Id. 439-43).

Stephens's employment with Thomas terminated on October 9, 2000; she contends she was fired, while defendants contend she resigned. (Id. 399-400). At that time, and as had been the case from September 5, 2000, her health was "fine" and she had no medical conditions that interfered with her ability to do her job or carry on her day-to-day life activities. (Id. 423-24).

B. Prior Proceedings

Stephens filed a charge of discrimination with the United States Equal Employment Opportunity Commission (the "EEOC") on February 21, 2001. (PX T). The EEOC issued a right-to-sue letter on May 8, 2001, stating that it was "unable to conclude" that the relevant statutes had been violated. (PX U).

On August 2, 2001, Stephens commenced this action against Thomas and three individual officers of Thomas: Carl Holst-Knudsen, Ralph E. Richardson, and Thomas Tanner. The parties engaged in discovery, and this motion followed.

DISCUSSION

Stephens's claims can be grouped into the following categories: (a) discrimination based on her gender; (b) discrimination based on her actual disability; (c) discrimination based on Stephens's record of a disability; (d) discrimination based on defendants' perception that she was disabled in that she was (i) subjected to a hostile work environment and (ii) discharged or constructively discharged; (e) violation of the FMLA; and (f) retaliation for exercising her rights under the various statutes. The claims are asserted under federal, state, and city law. I address each category in turn.

A. Gender

Stephens's gender discrimination claims are dismissed, for, on the record before the Court, no reasonable jury could find that her gender was a motivating factor in any of defendants' employment decisions.

The only purported evidence of gender discrimination offered by Stephens is described at pages 14 to 16 of her memorandum of law in opposition to defendants' motion. But this evidence consists solely of alleged discriminatory treatment of two co-workers: Renee Feld and June Williams. Stephens points to no acts of alleged gender discrimination directed at her.

The evidence is insufficient to permit the gender discrimination claims to go to a jury. First, although discriminatory acts against others may be relevant in certain limited circumstances to show discrimination against a plaintiff, the alleged discriminatory acts against Feld and Williams are insufficient to support an inference of gender discrimination against Stephens here because the record contains no evidence to show that any adverse actions were directed toward her because of her gender. Second, it would appear that the employment decisions made as to Feld and Williams were based on legitimate, non-discriminatory reasons. Feld testified at her deposition in this case that she lost her job because of a department-wide restructuring, and that she was not surprised by the termination of her employment because of the "lack of work" and because "the whole department was basically gone." (Feld Dep. 27-29). Williams like-wise testified at her deposition that her position was eliminated because of a restructuring and that her duties were shifted to an existing employee. (Williams Dep. 49, 111-12). Third, even assuming Feld and Williams were subjected to discrimination, the circumstances are dissimilar —in Stephens's view, Williams purportedly was subjected to pregnancy and race discrimination and Feld purportedly was subjected to sexual harassment. Stephens does not assert such claims in this case. (Pl. Mem. 14-16; Stephens Dep. 456).

Finally, Stephens's assertions that Feld and Williams were subjected to discrimination would raise numerous disputed collateral issues that have little bearing on the issues presented in this case. Hence, this evidence is inadmissible. Even with it, no jury could find that Stephens was discriminated against because of her gender. The gender claims are therefore dismissed.

B. Actual Disability

Stephens appears to have abandoned her claims based on an actual disability. In her memorandum of law in opposition to defendants' motion, she argues that she was "disabled" only "because (1) she had a record of such impairment; and/or (2) her employer regarded her as having such impairment." (Pl. Mem. at 5). Moreover, in light of her deposition testimony that she was only disabled for a two-week period following her February 2000 surgery (Stephens Dep. 446), Stephens cannot now reasonably argue that she was "disabled" within the meaning of the relevant statutes.

Finally, even though there is evidence in the record of other periods of temporary disability, including, for example, the period from June 12 through September 4, 2000, temporary conditions do not constitute disabilities under the ADA and other statutes. Toyota Motor Mfg., Ky., Inc. v. Williams, 534 U.S. 184, 198, 122 S.Ct. 681, 151 L.Ed.2d 615 (2002); Anyan v. N.Y. Life Ins. Co., 192 F.Supp.2d 228, 245 (S.D.N.Y.2002), aff'd mem., 68 Fed.Appx. 260 (2d Cir.2003). In Pimental v. Dartmouth-Hitchcock Clinic, 236 F.Supp.2d 177, 182 (D.N.H.2002), where an employee took an eight-month medical leave for breast cancer surgery and treatment sued under the ADA, the court...