Baucom v. Holiday Companies

Citation428 F.3d 764
Decision Date10 November 2005
Docket NumberNo. 05-1393.,05-1393.
PartiesJohn D. BAUCOM, Jr., Appellant, v. HOLIDAY COMPANIES; Holiday Stationstores, Inc., Appellees.
CourtU.S. Court of Appeals — Eighth Circuit

Adam A. Gillette, argued, Minneapolis, MN (J. Poage Anderson and John A. Fabian, on the brief), for appellant.

Chad W. Strathman, argued, Minneapolis, MN (Jeremy D. Sosna, on the brief), for appellee.

Before RILEY, LAY, and FAGG, Circuit Judges.

RILEY, Circuit Judge.

John D. Baucom, Jr. (Baucom), sued his employer, Holiday Companies and Holiday Stationstores, Inc. (Holiday), for discrimination, retaliation, and hostile work environment under the Americans with Disabilities Act (ADA), 42 U.S.C. § 12112(a), the Age Discrimination in Employment Act (ADEA), 29 U.S.C. § 623(a)(1), and the equivalent Minnesota statute, the Minnesota Human Rights Act (MHRA), Minn.Stat. § 363A.08, subd. 2(c). The district court1 granted Holiday's motion for summary judgment, and Baucom appeals the decision except with regard to his hostile work environment claim. Because Baucom failed to show his slight reduction in hours, his negative performance reviews, and his allegations of being treated differently than younger employees amounted to adverse employment actions as a matter of law, we affirm the district court.

I. BACKGROUND

The facts relevant to this appeal are as follows.2 Baucom, a 68-year-old man who suffers from chronic back and heart problems, is an assistant manager at a convenience store owned by Holiday. Baucom alleges his store manager, at the direction of Holiday's district manager, cut Baucom's working hours in 2002 from his regular 43-45 hours per week range. The district manager allegedly told the store manager Baucom's age and health were a hindrance, and the store manager should reduce Baucom's hours in order to force Baucom to quit. Baucom complained about his hours upon returning from a vacation in October 2002, and Holiday temporarily restored his hours in November 2002. Baucom alleges his hours again were reduced throughout 2003 to "consistently ... less than 40 hours per week."

In late 2002 and early 2003, Baucom's store manager called Baucom a slow old man and said his grandmother could move faster and she has been dead for over seven years. Baucom overheard his store manager telling other employees, because of Baucom's age and disability, he wanted to find a way to make Baucom quit. The store manager changed Baucom's schedule from working mornings with Sundays off to working evenings and weekends. The store manager also sent Baucom an e-mail message criticizing his performance.

On May 5, 2003, Baucom filed a charge of discrimination with the Equal Employment Opportunity Commission and the Minnesota Department of Human Rights alleging age and disability discrimination. Four days later, Holiday gave Baucom four corrective action notices for events from earlier dates in 2003. Holiday also informed Baucom he had failed a "tobacco sting" when he neglected to request identification from a young person purchasing tobacco, and as a result, Baucom had to undergo remedial training. Baucom alleges the district manager often had telephoned other employees to warn them of impending sting operations. In August 2003, Holiday gave Baucom another corrective action notice for failing to provide adequate documentation for medically related work absences. Baucom alleges he had provided adequate notice.

On October 13, 2003, Baucom served Holiday with his complaint initiating this lawsuit. In November 2003, Baucom's store manager reviewed Baucom's performance and rated him "below standard." Following additional training, the store manager noted improvement and granted Baucom a pay raise. Baucom remains in Holiday's employ.

II. DISCUSSION

Our standard for reviewing a district court's grant of summary judgment is a familiar one. We review a district court's grant of summary judgment de novo, applying the same standards as the district court. McLaughlin v. Esselte Pendaflex Corp., 50 F.3d 507, 510 (8th Cir.1995). We will affirm the summary judgment if the evidence, viewed in the light most favorable to Baucom, demonstrates there is no genuine issue as to any material fact and Holiday is entitled to judgment as a matter of law. Id. There is no genuine issue of material fact if the evidence is such that a reasonable jury could not return a verdict for Baucom. Anderson v. Liberty Lobby, Inc., 477 U.S. 242, 248, 106 S.Ct. 2505, 91 L.Ed.2d 202 (1986). Baucom may not rely on "mere allegations," but "must set forth specific facts showing that there is a genuine issue for trial." Fed.R.Civ.P. 56(e). Furthermore, summary judgment must be entered against Baucom if he "fails to make a showing sufficient to establish the existence of an element essential to [his] case, and on which [he] bear[s] the burden of proof at trial." Celotex Corp. v. Catrett, 477 U.S. 317, 322-23, 106 S.Ct. 2548, 91 L.Ed.2d 265 (1986).

Without direct evidence of discrimination, ADA, ADEA, and MHRA claims are evaluated under the McDonnell Douglas burden shifting framework. McDonnell Douglas Corp. v. Green, 411 U.S. 792, 802, 93 S.Ct. 1817, 36 L.Ed.2d 668 (1973); Chambers v. Metro. Prop. & Cas. Ins. Co., 351 F.3d 848, 855 (8th Cir.2003); Longen v. Waterous Co., 347 F.3d 685, 688 (8th Cir.2003). Under this framework, the employee bears the initial burden of establishing a prima facie case of discrimination. McDonnell Douglas, 411 U.S. at 802, 93 S.Ct. 1817. The burden then shifts to the employer to articulate some legitimate, nondiscriminatory reason for the employer's actions. Id. If the employer articulates such a reason, the burden returns to the employee to show the employer's justification is a pretext. Id. at 804, 93 S.Ct. 1817.

Under the ADA, ADEA, and MHRA, a necessary element of establishing a prima facie case of discrimination is setting forth facts demonstrating the employee suffered an adverse employment action. Chambers, 351 F.3d at 855; Longen, 347 F.3d at 688. An employee suffers an adverse employment action when there is a "tangible change in duties or working conditions" constituting "a material employment disadvantage." Burchett v. Target Corp., 340 F.3d 510, 518 (8th Cir.2003) (citation omitted). Our decision in Kerns v. Capital Graphics, Inc., 178 F.3d 1011, 1016-17 (8th Cir.1999), provides:

The adverse employment action must be one that produces a material employment disadvantage. Termination, cuts in pay or benefits, and changes that affect an employee's future career prospects are significant enough to meet the standard, as would circumstances amounting to a constructive discharge. Minor changes in duties or working conditions that cause no materially significant disadvantage do not meet the standard of an adverse employment action, however.

(citations and quotations omitted).

Baucom argues his hours were cut in 2002 and 2003 from his normal 43-45 hours per week range to hours now "consistently ... less than 40 hours per week," resulting, because of overtime pay Baucom was earning for his hours worked over 40 per week, in a 20% cut in take home pay. Baucom's argument fails for two reasons. First, Baucom fails to set forth any facts demonstrating Holiday decreased his hours rather than Baucom himself decreasing them as a result of his voluntarily taking vacation and sick leave. Second, even if such facts were present in the record, the slight decrease in hours does not constitute as a matter of law an adverse employment action, because the decrease did not produce a material employment disadvantage.

The record regarding Baucom's average hours worked in 2002 and 2003 shows a fluctuating schedule with a slight overall decreasing trend. The trend shows neither a break point (when Baucom had been working over 40 hours then suddenly he began working significantly less than 40), nor does it show a steady decrease over the two years. Rather, the data reflects a normal retail employee's schedule, with many peaks and valleys and rarely the same hours worked in consecutive weeks. Baucom's hours worked per week in August and September 2002 are indicative of this fluctuation: 40, 43, 40, 31, 39, 36, 51, 30, 43. By comparison, the months of March and April 2002, before Baucom's relevant claim period, show similar fluctuation: 45, 44, 35, 53, 35, 44, 41, 44.

Holiday asserts, and Baucom does not deny, Baucom took several medically related absences in 2003, including instances in February, April, May, September, and October. These absences account for most of the valleys in Baucom's 2003 hours and explain the slight overall average decrease. Holiday also explains it instituted a company wide policy to decrease labor costs affecting all employees, including Baucom. These two explanations best fit in the second step in the McDonnell Douglas burden shifting analysis (Holiday's legitimate nondiscrimatory reasons for Baucom's decreased hours); nevertheless, they do illuminate the muddled record regarding Baucom's average hours worked. See United States Postal Serv. Bd. of Governors v. Aikens, 460 U.S. 711, 715, 103 S.Ct. 1478, 75 L.Ed.2d 403 (1983) ("The prima facie case method established in McDonnell Douglas was never intended to be rigid, mechanized, or ritualistic. Rather, it is merely a sensible, orderly way to evaluate the evidence in light of common experience as it bears on the critical question of discrimination.") (internal quotations omitted). On this limited record, we cannot conclude Baucom has met his burden of setting forth specific facts demonstrating he suffered an adverse employment action.

Even if Baucom could set forth facts demonstrating Holiday decreased his hours, the slight decrease is not materially significant. See Kerns, 178 F.3d at 1016-17. In 2002, Baucom averaged less than 40 hours per week in only three months. During those three months, he averaged 38.6, 39, and 38 hours. Furthermore, Baucom...

To continue reading

Request your trial
35 cases
  • Glandon v. Keokuk County Health Center
    • United States
    • U.S. District Court — Southern District of Iowa
    • December 23, 2005
    ...955 (8th Cir.2005); Erenberg v. Methodist Hospital, 357 F.3d 787, 791 (8th Cir.2004); Fed.R.Civ.P. 56(c); see Baucom v. Holiday Companies, 428 F.3d 764, 766 (8th Cir.2005). The Court must view the facts in the light most favorable to the nonmoving party, and give that party the benefit of a......
  • Twymon v. Wells Fargo & Co.
    • United States
    • U.S. District Court — Southern District of Iowa
    • December 12, 2005
    ...because it undoubtedly reflects poorly on the employee ... would itself constitute an adverse employment action," Baucom v. Holiday Cos., 428 F.3d 764, 768 (8th Cir.2005). Reprimands also do not constitute adverse employment actions. Baucom, 428 F.3d at The record does not show Twymon's dut......
  • Schoonover v. Schneider Nat. Carriers, Inc.
    • United States
    • U.S. District Court — Southern District of Iowa
    • June 26, 2007
    ...to `a material employment disadvantage' that reflects a `tangible change in duties or working conditions'") (quoting Baucom v. Holiday Cos., 428 F.3d 764, 767 (8th Cir.2005)). Requiring the action complained of to reach a certain threshold is a sensible rule because "`[o]therwise, minor and......
  • Napreljac v. John Q. Hammons Hotels, Inc.
    • United States
    • U.S. District Court — Southern District of Iowa
    • November 8, 2006
    ...113 S.Ct. 2742, 125 L.Ed.2d 407 (1993).21 See Thompson v. Bi-State Dev. Agency, 463 F.3d 821, 824-25 (8th Cir.2006); Baucom v. Holiday Cos., 428 F.3d 764, 766 (8th Cir.2005); Simpson, 425 F.3d at 542; Bass, 418 F.3d at 873; Kratzer v. Rockwell Collins, Inc., 398 F.3d 1040, 1044 (8th Cir.200......
  • Request a trial to view additional results
3 books & journal articles
  • Proving age discrimination
    • United States
    • James Publishing Practical Law Books Age Discrimination Litigation
    • April 28, 2022
    ...an adverse action su൶cient to state a claim unless they materially alter the employee’s working conditions. Baucom v. Holiday Companies , 428 F.3d 764, 767-68 (8th Cir. 2005). Similarly, until an employer uses disciplinary measures and negative performance evaluations to disadvantage an emp......
  • The law
    • United States
    • James Publishing Practical Law Books Age Discrimination Litigation
    • April 28, 2022
    ...an adverse action su൶cient to state a claim unless they materially alter the employee’s working conditions. Baucom v. Holiday Companies , 428 F.3d 764, 767-68 (8th Cir. 2005). Similarly, until an employer uses disciplinary measures and negative performance evaluations to disadvantage an emp......
  • Chapter § 3-4 § 1630.4. Discrimination Prohibited
    • United States
    • Full Court Press Maslanka's Texas Field Guide to Employment Law Title Chapter 3 The Americans With Disabilities Act (ADA)
    • Invalid date
    ...that included working in the parking lot, collecting cans and garbage; no other terms of employment affected). • Baucum v. Holiday Cos., 428 F. 3d 764 (8th Cir. 2000) (to establish prima facie case plaintiff must show he suffered "material employment" disadvantage). A key defense is whether......

VLEX uses login cookies to provide you with a better browsing experience. If you click on 'Accept' or continue browsing this site we consider that you accept our cookie policy. ACCEPT