The case that never ends: 11th Circuit says "Boy" does not prove race discrimination

For the past 14 years, John Hithon has been pursuing his lawsuit against the chicken plant he worked at that ultimately was purchased by Tyson.  He began working for the plant in 1982, and was promoted to superintendent.  He applied for a shift manager position in 1995.  The two shift managers, who were white, did not receive a pay increase, and quit.  The plant manager did not hire Hithon or another black man, Anthony Ash, instead bringing in 2 white men from other Tyson plants.  A lawsuit was filed and went to trial in 2002.  The jury awarded Hithon and Ash $250,000 each in compensatory damages, and $1.5 million in punitive damages.  The evidence from the plaintiffs indicated that the plant manager used the term "boy" in addressing both Hithon and Ash on at least one occasion.  The magistrate judge overturned the jury's verdict, finding that there was not enough evidence for the jury to conclude that they were not promoted because they were black, and that the manager testified that in light of the plant performing poorly, he thought it would be best to bring in supervisors from outside the plant.  In 2005, the 11th Circuit affirmed the decision concerning Ash, but found that Hithon should get another trial since he was not even interviewed until after the plant manager selected one of the white replacements.  The case was appealed to the Supreme Court, which vacated the 11th Circuit's opinion and remanded it back to the 11th Circuit.  The Supreme Court found that the mere use of the word "boy", standing alone, is not evidence of racial bias.  "The speaker's meaning may depend on various factors including context, inflection, tone of voice, local custom and historical usage."  The 11th Circuit sent the case to the District Court to retry Hithon's case.  The second jury awarded Hithon $35,000 in back pay, $300,000 in compensatory damages and $1 million in punitive damages.  The magistrate judge again set aside the punitive damages, but let the remainder of the verdict stand.  The case was appealed to the 11th Circuit, and the 11th Circuit, in a 2-1 vote, directed the magistrate judge to enter a judgment for Tyson. 

Practice pointer.  This case is an example of what I mean when I say that justice is usually not speedy.  For 14 years, this case has been litigated, there were 2 jury trials, both resulting in verdicts in excess of $1 million, 2 appeals to the 11th Circuit, one appeal to the Supreme Court and the possibility of a 2nd appeal to the Supreme Court.  If I had to guess, and only guess, the legal fees incurred by Tyson were probably in excess of $1 million. 

TWO DISCRIMINATION COMPLAINTS WHERE TRUTH IS STRANGER THAN FICTION

Oftentimes, when I give speeches, I tell the audience that I cannot make up stories that are stranger than what happens in real life.  Over the past several days, I came across two cases where the truth may be stranger than fiction.

In New York, Business Insider reports that Debrahlee Lorenzana filed a lawsuit against Citibank because "she is too hot".  Courtney Comstock, who wrote the article for Business Insider, reports that Ms. Lorenzana is 5'6", 125  pounds, and curvy.  Allegedly, she was told by her bosses that "as a result of the shape of her figure, such clothes were purportedly 'too distracting' for her male colleagues and supervisors to bear...". The Village Voice described her as "J.Lo curves meets Jessica Simpson rack meets Audrey Hepburn elegance-a head-turning beauty".  She complained to HR via phone and emails on a regular basis, and an HR investigation took place.  She alleges that after the investigation, things got worse. Allegedly, her clients were transferred to co-workers, and her performance deteriorated.  She received a letter putting her on probation for allegedly coming in late to work on 2 consecutive days: which apparently were a Saturday and Sunday, when the office was closed.  She was ultimately transferred to another branch, worked as a telemarketer, and was ultimately fired by a female manager, being told that the reasons for termination were her clothes at the previous branch and that she was not fit for the culture of Citibank.  The case will go to arbitration since she signed an arbitration provision when she was hired.

Practice pointer.  I suggest that you read the articles in Business Insider and The Village Voice for more details about the allegations.  Needless to say, they sound like a textbook case of sexual harassment and retaliation.  The comments, the delayed investigation by HR, emails sent to vice presidents that were ignored, the transfer, demotion and the ultimate determination to terminate her all raise questions, if the allegations are true.  Training all employees, including supervisors, as to company policies and procedures is very important, from dress code, to attendance, to anti-harassment/anti-retaliation.  Complaints of harassment must be taken seriously.

 In Georgia, the Atlanta Journal Constitution reported that  the ex-football coach at Savannah State University has filed suit alleging discrimination.  Robert Wells, the first white football coach in the 98 year old history of the  historically black university, alleges that he was fired one month after he accepted a one year contract extension because his fiance is black.  The suit also alleges that the school hurt his reputation saying he violated recruiting rules while recruiting 5 white football players.  In the lawsuit, Wells alleges that he was told that he "would never have the support of the citizens of Savannah because he is white and his fiancee is black" and that he was criticized by university officials for letting his fiancee host a "coach's show" on television, ride on a parade float with him and accompany him to away games.  ESPN's Outside the Lines did a story on the situation and there are many interesting statements made by both sides of this suit. 

Practice Pointer.  Whether the allegations made by Coach Wells are true or not, I want to emphasize that racial discrimination is racial discrimination: whether it is white discriminating against black, or vice versa.  Racial discrimination is illegal, and should not be tolerated in any workplace.