Madel v. FCI Marketing, Inc., 96-3077

• Decision Date: 07 July 1997
• Docket Number: No. 96-3077,96-3077
• Citation: 116 F.3d 1247
• Parties: 77 Fair Empl.Prac.Cas. (BNA) 177, 71 Empl. Prac. Dec. P 44,833 Robert L. MADEL; Frank J. Brennan, Appellants, v. FCI MARKETING, INC., a Missouri Corporation, Appellee.
• Court: U.S. Court of Appeals — Eighth Circuit

Page 1247

116 F.3d 1247

77 Fair Empl.Prac.Cas. (BNA) 177,

71 Empl. Prac. Dec. P 44,833

Robert L. MADEL; Frank J. Brennan, Appellants, v. FCI MARKETING, INC., a Missouri Corporation, Appellee.

No. 96-3077.

United States Court of Appeals,

Eighth Circuit.

Submitted Feb. 13, 1997.

Decided July 7, 1997.

Carol C. Barnett, St. Joseph, MO, argued, for appellants.

Daniel B. Boatright, Kansas City, MO, argued (Michaela M. Warden, on the brief), for appellee.

Before HANSEN and MORRIS SHEPPARD ARNOLD, Circuit Judges, and MELLOY, ¹ District Judge.

MELLOY, District Judge.

Appellants Robert Madel ("Madel") and Frank Brennan ("Brennan") appeal from the District Court's grant of summary judgment to Defendant FCI Marketing, Inc. ("FCI") in this employment discrimination case. We reverse and remand.

I. Background

Both Plaintiffs were employed by FCI, a Missouri corporation that establishes independent distributorships nationwide for the sale of FCI-brand automobile parts. FCI operated by sending out "sales teams" whose responsibility it was to canvass a new distributor's area and solicit service station owners to accept delivery of a supply of FCI-brand parts on consignment and to physically place the first delivery of parts in the service stations (thereafter the distributor is responsible for such delivery and placement). Madel and Brennan were members of the same sales team.

Plaintiff Madel (age 55) was hired by FCI's national sales manager Allen Carlson ("Carlson") on September 7, 1994. During the interview, Carlson informed Madel "you old fuckers make good salesmen because most of the garage owners are old and you relate well together." Plaintiff Brennan (62) was hired by FCI president James Parker ("Parker") on September 10, 1994, on the recommendation of FCI sales representative Wayne Scholl ("Scholl").

The other FCI employees who worked with Plaintiffs on their sales team, and their ages, were: Dave Ruiter (59), Dale Finney (53), Dave Reynolds (47), Scholl (40), Clint Vigus (37), and Greg Sprinkles (31). Carlson (30) also worked with the team. Thus, Brennan was the oldest member and Madel was the third-oldest member of the sales team.

The first distributorship established by the sales team was based in Wheeling, West Virginia. The distributors' names were Brian and Kathy Hough. From September 11 to September 29, 1994, the team, led by Scholl, set up the distributorship. From October 2, to October 18, 1994, the entire sales team, including Carlson, set up a distributorship in Knoxville, Tennessee for Eddie Edwards. On October 22, the entire sales team met in St. Joseph, Missouri for photographs for a magazine, and then left for Denver, Colorado to set up another distributorship. Plaintiffs were fired on October 28, 1994 while in Colorado.

Carlson recommended the termination of Plaintiffs, but the actual decision to terminate was made by Parker, president of FCI. Carlson and Parker maintain that the decision was based on several occurrences while the sales team was setting up distributorships and on their perception that Plaintiffs had bad attitudes.

The primary stated reasons for terminating Madel were the complaints about Madel's personal behavior while working with the Houghs. Kathy Hough complained that Madel had thrown fan belts wrapped in shrink wrap down the stairs in her home as the team was moving product into her basement. When asked to stop, Madel responded with a statement, the gist of which was "it does not matter what we do, we'll be out of here in a week anyway." When first introduced to Brian Hough, Madel refused to shake his hand. There is evidence that he also gave Hough a "dirty look." In addition, during daily meetings at the Houghs' and at other distributors' residences, Madel would remain in the driveway rather than join in the meetings or social gatherings.

Madel denies that he made any statement about leaving the Houghs' in a week, or that he refused to shake Brian Hough's hand. Madel does not, however, deny that he remained in the driveway during meetings. He explained that all sales team members sat out of the meetings at one time or another, and that during some of the meetings he was working with the product.

Madel's work performance was also criticized, as a significant number of accounts set up by Madel for the Houghs had to be "pulled" because the locations were not appropriate for the sale of automotive parts. In addition, Madel placed fan belts at one repair shop so high on the wall that a car lift had to be used to reach them, which was in clear violation of the company policy of keeping all products within reach of customers.

While the Houghs did make these complaints about Madel, their primary displeasure with FCI was the lack of proper supervision and management of the sales team. Brian Hough stated that he only mentioned the incidents with Madel as examples of the lack of supervision of the team by Scholl.

The reasons cited for Brennan's termination centered on his refusal to accept responsibility. While in Knoxville, Brennan "creased" the door of a company van. Brennan did not immediately report the incident to Carlson, although he maintains he did inform his supervisor and an FCI representative from the "home office" of the accident. In another incident, a discrepancy between an order and the actual number of filters delivered to an account was discovered. When Carlson confronted the team about the discrepancy, Brennan denied responsibility with the rest of the group despite Carlson's warning that the responsible party would be fired if he did not speak up. Brennan alleges that he did admit during the meeting that he could have made the error, but that Carlson must not have heard his admission.

Parker and Carlson also felt, based on several incidents, that Plaintiffs had negative attitudes and were not "part of the team." According to Carlson, when the entire sales force met in St. Joseph, Missouri to have group pictures taken, Madel's body language prompted Parker to ask Carlson: "who's the guy with the bad attitude?" In addition, Plaintiffs did not travel with the sales team "convoy." For example, instead of attending a party with the rest of the sales team in Knoxville, Madel embarked for St. Joseph. Madel claims that he became separated from the rest of the group while on the way to the party, so he left early for Missouri. After the pictures were taken in St. Joseph, Madel and Brennan left for Denver without the rest of the sales team. Plaintiffs claim they had permission to leave at any time, and when Carlson questioned them about their early departure, Plaintiffs explained that they did not like to drive as fast as the other members of the team. Finally, Carlson cited Madel's failure to join the rest of the group during meetings in distributors' homes as evidence of his failure to be a "team player."

Also cited as evidence of Plaintiffs' negative attitudes was their failure to arrive promptly at the evening team meetings while on the road. Plaintiffs were often, if not always, the last to arrive and Carlson frequently had to send someone to retrieve them for the meetings. In addition, as the two non-drinkers in the group, Plaintiffs often dined together without the rest of the team and did not join in any of the parties attended by the other team members.

Plaintiffs report that they were regularly subjected to discriminatory epithets such as "old fucker," "old fart," and "geriatric set" during their employment. The area in which they roomed was referred to as the "geriatric wing." The frequency with which these terms were used is in dispute, although Carlson does not deny making the epithets. Plaintiffs were also distressed during their employment due to their co-employees' and supervisor's drinking and carousing. Both employees witnessed parties in Carlson's hotel room, frequent alcohol consumption by FCI employees, and numerous trips to local bars. Neither Plaintiff condoned or participated in this behavior.

Four days before they were terminated, Plaintiffs met with Carlson. He discussed with them their negative attitudes and his perception that they were not "team players." He also discussed with them their early departure from St. Joseph without the other team members. Carlson did not discuss the complaints made by the Houghs, the damaged van, or the paperwork discrepancy. On October 28, 1994, Carlson again met with Plaintiffs and informed them of their termination. While Plaintiffs maintain that they were not given reasons for their termination, the tape recording of the conversation made by Brennan reveals that Carlson did provide some explanation.

Plaintiffs brought suit against FCI alleging discriminatory discharge and harassment on the basis of age under the Age Discrimination in Employment Act("ADEA"), 29 U.S.C. §§ 621-634, and the Missouri Human Rights Act ("MHRA"), Mo.Rev.Stat. §§ 213.010- 213.095. The district court concluded that, while Plaintiffs could establish a prima facie case of discrimination, the record did not contain any indication that age was a factor in the decision to terminate them. The district court granted summary judgment and Plaintiffs appeal.

II. Discussion

We review the district court's grant of summary judgment de novo. Smith v. City of Des Moines, Iowa, 99 F.3d 1466, 1468 (8th Cir.1996). Summary judgment is proper only if the evidence taken in the light most favorable to the nonmoving party fails to create a genuine issue of material fact and one party is entitled to judgment as a matter of law. Fed.R.Civ.P. 56(c).

The ADEA makes it "unlawful for an employer ... to discharge any individual or otherwise discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's age." 29 U.S.C. § 623(a)(1). Persons age forty and over are protected by the ADEA. 29 U.S.C. § 631. A plaintiff can meet his burden of establishing intentional...