Crevier-Gerukos v. Eisai, Inc., CIVIL ACTION NO. H-11-0434
Decision Date | 29 February 2012 |
Docket Number | CIVIL ACTION NO. H-11-0434 |
Parties | MICHELLE CREVIER-GERUKOS, Plaintiff, v. EISAI, INC. AND EISAI CO., LTD., Defendants. |
Court | U.S. District Court — Southern District of Texas |
This is an employment discrimination case. Michelle Crevier-Gerukos ("Gerukos") sued her former employer, Eisai, Inc. ("Eisai"), and its parent company, Eisai Co., Ltd., for retaliation under Title VII and age discrimination under the Age Discrimination in Employment Act ("ADEA").1 Eisai moved to dismiss for failure to state a claim, arguing that Gerukos failed to timely exhaust her administrative remedies because she did not file a charge of discrimination with the Equal Employment Opportunity Commission ("EEOC") within 300 days of her termination. (Docket Entry No. 3.) Gerukos responded to the motion, (Docket Entry No. 7), and Eisai replied, (Docket Entry Nos. 9 & 10). After this court converted the motion to dismiss into a motion for summary judgment, the parties submitted additional briefs and supplemented the record. (Docket Entry Nos. 19, 20 & 21.) Based on the pleadings; the motion, responses, and replies; the record; and the relevant law, Eisai's motion for summary judgment is denied. The reasons for this rulings are explained below.
Gerukos worked for Eisai as a senior medical sales representative from April 1999 until October 8, 2008. In February 2011, she sued Eisai in federal court, alleging that her employment was terminated because she was identified as a witness by two coworkers who had filed employment discrimination complaints and because she complained to Eisai's human resources department that she was "targeted" by Eisai's management after the coworkers identified her as a witness. (Compl. ¶¶ 16, 19, 38.) She further alleged that Darren Heath, Eisai's regional sales director, made inappropriate comments to her about her age and that she was "passed over for a transfer and a promotion" in favor of younger, less qualified employees. (Id. ¶ 31.)
Eisai moved to dismiss Gerukos's complaint under Federal Rule of Civil Procedure 12(b)(6) for failure to timely exhaust administrative remedies. Eisai argued that under federal law, Gerukos had to file a charge of discrimination with the EEOC by August 4, 2009, the 300th day after her termination. Because Gerukos signed the charge of discrimination attached to her complaint on September 28, 2009, Eisai contended that Gerukos's claims were time-barred. (Docket Entry No. 3, at 4.) Gerukos responded that she had filed her charge of discrimination on June 19, 2009, and that the September 28 charge was a second filing. She explained that she submitted the September 28 charge when an EEOC investigator told her that the June 19 charge "was not showing up in the system." (Docket Entry No. 7, at 1.) In support of her argument, Gerukos submitted an affidavit from Danya Fuller, the attorney who represented her in 2009, and a web printout of an EEOC intake questionnaire dated June 19, 2009. (Docket Entry Nos. 7-1 & 7-2.)
Because Gerukos's response relied on submissions not properly considered under Rule 12(b)(6), this court converted Eisai's motion to dismiss into a motion for summary judgment and allowed the parties to supplement the record. The parties have submitted the following summary judgment evidence:
Gerukos argues that Eisai is not entitled to summary judgment because there are disputed fact issues material to determining whether she filed a timely discrimination charge with the EEOC. Relying on the affidavits she and Fuller filed, Gerukos contends that she filed a verified discrimination charge on June 19, 2009, within the 300-day deadline. In the alternative, Gerukos argues that the intake questionnaire she submitted to the EEOC on June 19 was itself a charge ofdiscrimination. (Docket Entry No. 19, at 9-11.) Eisai responds that the summary judgment evidence conclusively demonstrates that Gerukos's charge of discrimination was untimely. Eisai points to the charge of discrimination prepared on the EEOC Form 5, which Gerukos signed on September 28, 2009, and to the three EEOC letters expressing "grave concerns" about the timeliness of Gerukos's discrimination charge. Relying on Ware's affidavit, Eisai argues that there is no credible evidence that Gerukos filed a verified charge of discrimination on June 19 or that she submitted the intake questionnaire to the EEOC Newark office on that date. (Docket Entry No. 20, at 2-3.)
Summary judgment is appropriate if no genuine issue of material fact exists and the moving party is entitled to judgment as a matter of law. FED. R. CIV. P. 56(c). "The movant bears the burden of identifying those portions of the record it believes demonstrate the absence of a genuine issue of material fact." Triple Tee Golf, Inc. v. Nike, Inc., 485 F.3d 253, 261 (5th Cir. 2007) (citing Celotex Corp. v. Catrett, 477 U.S. 317, 322-25 (1986)). If the burden of proof at trial lies with the nonmoving party, the movant may satisfy its initial burden by "'...
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