Document ID: s3://data.kl3m.ai/documents/govinfo/USCOURTS/USCOURTS-caDC-23-07105/USCOURTS-caDC-23-07105-0/pdf.json

Parties Involved:
Giant Food Store
Appellee
Tony D. Parks
Appellant

Document Text:

United States Court of Appeals

FOR THE DISTRICT OF COLUMBIA CIRCUIT

____________

No. 23-7105 September Term, 2024

1:21-cv-02765-TNM

Filed On: October 9, 2024

Tony D. Parks,

Appellant

v.

Giant Food Store, Company,

Appellee

ON APPEAL FROM THE UNITED STATES DISTRICT COURT

FOR THE DISTRICT OF COLUMBIA

BEFORE: Millett, Pillard, and Pan, Circuit Judges

J U D G M E N T

This appeal was considered on the record from the United States District Court

for the District of Columbia and on the briefs filed by the parties. See Fed. R. App. P.

34(a)(2); D.C. Cir. Rule 34(j). Upon consideration of the foregoing and the supplement

to appellant’s brief, it is

ORDERED AND ADJUDGED that the district court’s orders entered May 17,

2022 and July 17, 2023 be affirmed. First, appellant has not shown that the district

court erred in granting in part appellee’s motion to dismiss. See Shaffer v. George

Wash. Univ., 27 F.4th 754, 762 (D.C. Cir. 2022) (district court orders dismissing for

failure to state a claim are reviewed de novo). Appellant has not shown that the district

court erred in dismissing his retaliation claim under Title VII of the Civil Rights Act, 42

U.S.C. § 2000e-3(a), because even taking as true appellant’s allegations about

incidents where his manager yelled at him, he has not pleaded facts that would

constitute a materially adverse action. See Baloch v. Kempthorne, 550 F.3d 1191,

1199 (D.C. Cir. 2008). Additionally, appellant has not shown that the district court erred

in dismissing his retaliation claim based on a failure to promote. The district court

concluded that appellant failed to allege that the employee who he asserts was

responsible for promotions knew about his protected activity or denied him promotions

because of that activity. Appellant does not challenge that conclusion, and thus he has

forfeited any such challenge. See United States ex rel. Totten v. Bombardier Corp.,

380 F.3d 488, 497 (D.C. Cir. 2004) (“Ordinarily, arguments that parties do not make on

appeal are deemed to have been waived.”). Moreover, appellant has not asserted that

the district court erred in dismissing his claims of religious and age discrimination or his

claim of retaliation based on reduced hours, and thus he has forfeited any such

USCA Case #23-7105 Document #2079161 Filed: 10/09/2024 Page 1 of 2
United States Court of Appeals

FOR THE DISTRICT OF COLUMBIA CIRCUIT

____________

No. 23-7105 September Term, 2024

challenge. See id. Appellant argues on appeal that he suffered retaliation through

interference with his church attendance, but even if his district court pleadings could be

construed as including such an argument, he has not pleaded facts raising a plausible

inference of a causal relationship between the alleged interference and his protected

activity. See Menoken v. Dhillon, 975 F.3d 1, 5 (D.C. Cir. 2020) (retaliation claim

requires “a causal link between the protected activity and the adverse action”).

Additionally, appellant has not shown that the district court erred in granting

appellee summary judgment on his remaining claims, for a retaliatory hostile work

environment and breach of contract. See Salazar v. WMATA, 401 F.3d 504, 507 (D.C.

Cir. 2005) (district court orders granting summary judgment are reviewed de novo). The

evidence of appellant’s verbal altercations with his co-workers and his manager is

insufficient for a reasonable jury to find that the actions of his co-workers or his

manager were taken in retaliation for appellant’s protected activity. See Menoken, 975

F.3d at 5-6. Furthermore, even if appellant’s district court pleadings could be construed

as claiming that the alleged hostile work environment included firing and rehiring him

and interference with his church attendance, he has not pointed to any evidence in the

record from which a reasonable jury could conclude that these alleged actions were

part of a retaliatory hostile work environment. Finally, appellant has not shown that the

district court erred in granting appellee summary judgment on the breach of contract

claim. Appellant has not produced evidence supporting a reasonable finding of

damages from the alleged breach, nor does he challenge the district court’s conclusion

that this evidentiary deficiency is fatal to his claim. See Tsintolas Realty Co. v. Mendez,

984 A.2d 181, 187 (D.C. 2009). 

Pursuant to D.C. Circuit Rule 36, this disposition will not be published. The Clerk

is directed to withhold issuance of the mandate herein until seven days after resolution

of any timely petition for rehearing or petition for rehearing en banc. See Fed. R. App.

P. 41(b); D.C. Cir. Rule 41.

Per Curiam

FOR THE COURT:

Mark J. Langer, Clerk 

BY: /s/

Daniel J. Reidy 

Deputy Clerk

Page 2

USCA Case #23-7105 Document #2079161 Filed: 10/09/2024 Page 2 of 2