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Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1661 Filed 10/17/16 Page 3 of 71
	


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Footnotes

1 NIA cites the dissent in Beydoun v. Republic Ins. Co., a case that also deals with an Arab-American insurance agent who

sells insurance in East Dearborn being terminated for malfeasance, as evidence that NIA cannot be terminated because

of its high loss ratios. No. 96-1292, 1997 LEXIS 12018 (6th Cir. May 21, 1997). However, the majority's interpretation

of the MEIA says exactly the opposite:

When an agent handles only a particular circumscribed territory such as East Dearborn and suffers huge losses over

a long period of time, the losses-literally speaking-bear some ‘relationship’ to the ‘location’ of the risks underwritten.

But firing an agent with huge losses that are clearly related to flawed business practices is not redlining, and there

is no Michigan case suggesting that it is. GNB's termination under these circumstances clearly does not constitute

redlining and is not in violation of the Michigan Essential Insurance Law [sic].

Id. at *10.

End of Document © 2016 Thomson Reuters. No claim to original U.S. Government Works.

Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1662 Filed 10/17/16 Page 4 of 71
	





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Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1663 Filed 10/17/16 Page 5 of 71
	





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* The Honorable David M. Lawson, United States District Judge for the Eastern District of Michigan, sitting by designation.

1 Amendments effective as of December 2010 reorganized Rule 56 and moved the relevant portion of 56(e) to 56(c)(4).

Because the district court's opinion refers to “56(e),” we will do the same for the sake of consistency.

2 We observe that the affidavit that Sfakianos attached to her Rule 60(b) motion similarly would fail Rule 56(e) review

because the witnessing notary's commission expired more than two weeks before Sfakianos swore the affidavit.

End of Document © 2016 Thomson Reuters. No claim to original U.S. Government Works.

Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1664 Filed 10/17/16 Page 6 of 71
	

  

	




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1 The Plaintiffs have filed a “motion to file response to Defendants' motion for rehearing.” [Doc. No. 42]. As the Court

ultimately denies the Defendants' motion for rehearing, the Court DENIES the Plaintiffs' motion [Doc. No. 42] AS MOOT.

2 Upon review of the docket, the Court notes that, on October 20, 2009, the Plaintiffs filed a motion to strike this

supplemental brief filed by the Defendants. [See Doc. No. 34]. The Court has not, to date, ruled upon this motion. As the

Court has discretion to consider documents filed outside the Court's timetable for motion practice [See E.D. Mich. L.R.

7.1], and because the Defendants' supplemental brief [Doc. No. 32] was untimely and not in accordance with the Court's

Local Rules, the Court GRANTS the Plaintiffs' motion to strike [Doc. No. 34], and STRIKES the Defendants supplemental

brief [Doc. No. 32] from the record.

Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1668 Filed 10/17/16 Page 10 of 71
	

  

	




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End of Document © 2016 Thomson Reuters. No claim to original U.S. Government Works.

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* The Honorable James G. Carr, United States District Judge for the Northern District of Ohio, sitting by designation.

1 The other two invoices related to the restaurant's security system and neon signs. The district court found a genuine

dispute regarding the neon-sign invoice, and declined to revisit the security-system invoice in its reconsideration opinion.

We do likewise.

2 Though not mentioned in her appellate briefing, Suleiman's affidavit asserts that, at the time of her testimony, she “was

confused and in distress from what had happened, raising a daughter on [her] own, and being pregnant and separated.”

It also faults the insurance company for asking her to document her losses, despite knowing that she lost most of her files

in the fire. We reject these vague and self-serving statements as irrelevant, as they fail to explain Suleiman's contrary

assertions of loss.

End of Document © 2016 Thomson Reuters. No claim to original U.S. Government Works.

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Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1675 Filed 10/17/16 Page 17 of 71
	

	
	 

	 



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Footnotes

1 Counsel states that Sanster called him and told him about male employees who were treated differently than Zdunowski,

that Sanster agreed to sign an affidavit to that effect, that he faxed the affidavit to Sanster, and that Sanster texted back

saying that “someone at Chrysler” was preventing him from signing the affidavit. (Pl.'s Resp. Ex. 2 at Pg ID 172–73.)

End of Document © 2016 Thomson Reuters. No claim to original U.S. Government Works.

Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1676 Filed 10/17/16 Page 18 of 71
	

	




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Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1682 Filed 10/17/16 Page 24 of 71
	

	




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Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1683 Filed 10/17/16 Page 25 of 71
	

	




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Footnotes

1 The Court received and docketed Plaintiff's complaint on August 1, 2013, however, Plaintiff signed his complaint (and

presumably submitted it for mailing) on July 27, 2013. (Dkt.# 1). Thus, pursuant to the “prison mailbox rule,” Plaintiff's

complaint is deemed filed as of July 27, 2013. See Brand v. Motley, 526 F.3d 921, 925 (6th Cir.2008) (“a pro se prisoner's

complaint is deemed filed when it is handed over to prison officials for mailing”).

End of Document © 2016 Thomson Reuters. No claim to original U.S. Government Works.

Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1684 Filed 10/17/16 Page 26 of 71
	




	


 

	



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Footnotes

* The Honorable Robert M. Dow, Jr., United States District Judge for the Northern District of Illinois, sitting by designation.

1 The federal claims against the officers were dismissed on the basis of qualified immunity. Johnson I, 2008 WL 2066475,

at *4. The state claims against the officers were dismissed for insufficiency of the allegations. Id. at *8. The claims against

MNPD were dismissed because it is not an entity capable of being sued under Tennessee law. Id. at *8 n. 5. By state

statute, all claims against the MNPD must be pursued against Metro. Id.

2 Holley did not assert a disparate impact claim.

3 Officer Holley argues that he was only supervised by ten supervisors in his direct chain of command; therefore, the

rollup indicating that he was ranked by thirty-three supervisors is suspect. However, Officer Holley misconstrues the

survey instructions, which asked the supervisors to rank any candidate whom they “worked directly with or otherwise

[had] personal awareness of the skills, abilities, and knowledge of.”

4 The “rubber-stamp” or “cat's paw” theory of liability involves a situation where a supervisor is influenced by another

individual who was motivated by an impermissible bias. It is more appropriately dealt with in circumstantial evidence

review. See Arendale, 519 F.3d at 604.

5 We note the same figure that the consulting company found troubling: that, as of 2003, there were a total of 29 African–

American supervisors out of 1,300 sworn MNPD officers. Certainly such a statistic could prompt Defendants to be

concerned about the need for greater diversity in the department's ranks.

Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1701 Filed 10/17/16 Page 43 of 71
	




	


 

	



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To a lesser extent, we also take judicial notice of the newspaper articles reflecting dissatisfaction by both minority and

majority officers with MNPD's promotions processes. See “Officers Say Metro Police Promotions Policy Unfair,” The

Tennessean, Apr. 2, 2007; “Racial Tensions Escalate—Black & White Cops Feud over Promotions, Nashville Scene,

Oct. 2, 2003.

6 There remains an outstanding factual dispute as to when the supervisor surveys were introduced into the promotions

process. Plaintiffs allege that the surveys were introduced during a delay that followed the announcement of the eligibility

rosters; Serpas testified in his deposition, however, that he made the decision to conduct the surveys when the new

promotions procedure was announced.

End of Document © 2016 Thomson Reuters. No claim to original U.S. Government Works.

Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1702 Filed 10/17/16 Page 44 of 71
		



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1 The original letter was written entirely in capital letters. For the sake of readability, we have changed the case.

2 Ohio courts apply Title VII jurisprudence to the interpretation of OHIO REV.CODE § 4112. Ohio Civ. Rights Comm'n v.

David Richard Ingram, D.C., Inc., 69 Ohio St.3d 89, 630 N.E.2d 669, 674 (1994).

End of Document © 2016 Thomson Reuters. No claim to original U.S. Government Works.

Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1717 Filed 10/17/16 Page 59 of 71
	



	

	 

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Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1719 Filed 10/17/16 Page 61 of 71
	



	

	 

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Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1720 Filed 10/17/16 Page 62 of 71
	



	

	 

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Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1721 Filed 10/17/16 Page 63 of 71
	



	

	 

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Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1722 Filed 10/17/16 Page 64 of 71
	



	

	 

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Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1723 Filed 10/17/16 Page 65 of 71
	



	

	 

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Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1724 Filed 10/17/16 Page 66 of 71
	



	

	 

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Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1725 Filed 10/17/16 Page 67 of 71
	



	

	 

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Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1726 Filed 10/17/16 Page 68 of 71
	



	

	 

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Footnotes

1 In his dissent, Judge Clay suggests that we are breaking new ground by requiring that Freeman present evidence that

the Postal Service denied him a promotion or took some other tangible action that had a significant detrimental effect on

him, and not just that it denied him a transfer. On the contrary, it is Judge Clay who proposes, in effect, that we depart

from this circuit's precedent, as well as the guidance provided by the Supreme Court.

In Mitchell, an earlier, published decision of this court to which we are bound to follow, a medical school professor sued

his university employer for age discrimination. As part of his prima facie case, the plaintiff relied upon, among other

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things, his non-selection for an internal transfer to become the medical director of a laboratory. The court found the

plaintiff's evidence to be insufficient to establish his prima facie case, explaining:

Non-selection for a position of employment is not always an adverse employment action. In cases where the sought

position is a lateral transfer, without additional material benefits or prestige, it would be improper to conclude that

a denial of such a transfer would be a materially adverse action. See Sherman v. Chrysler Corp., 47 Fed.Appx.

716, 721-22 (6th Cir.2002) (holding that an employee who failed to introduce evidence showing that denials of

lateral transfer requests resulted in materially adverse changes in terms of employment could not establish adverse

employment action).

Mitchell, 389 F.3d at 183. Simply put, the Mitchell decision cannot be squared with the dissent's approach.

Even if we were not bound by Mitchell, the proper approach would still be the one we employ here. The Supreme Court

has provided guidance to lower courts on what constitutes an adverse employment action. In Ellerth, the Supreme

Court did not limit the category of such actions to the obvious ones of “hiring” and “firing,” but also, among other actions,

“failing to promote.” 524 U.S. at 761, 118 S.Ct. 2257. As a textual matter, the Court's inclusion of “failing to promote”

in this category would have been superfluous if it intended for lower courts to treat all claims involving the denial of

a requested internal transfer as simply “hiring” claims. Moreover, it would breed considerable confusion in the law to

conflate external hiring and internal transfers into one broad “hiring” camp, especially when the Supreme Court has

counseled (at least implicitly) otherwise.

Thus, we agree with the dissent that the prima facie test is a “flexible” one, and must be applied in an “orderly way to

evaluate the evidence.” Dis. at 2-3. The test must be tailored to meet the demands of the particular claim before the

court. In the instant action, we have tailored the prima facie test to the claim before us, using our own precedent and

the Supreme Court's guidance on what constitutes an adverse employment action. To try to consider Freeman's claim

under some broad, rigid “hiring” framework would, in effect, be to force a square peg into a round hole.

Finally, we note that Freeman did not argue on appeal that his was a failure to hire claim. Rather, he repeatedly referred

to the “unique” and “prestigious” nature of the position, and cited several transfer-related cases in support.

2 Given the fact-specific nature of the inquiry, there are a number of cases that have concluded that a transfer or refusalto-transfer did not constitute an adverse employment action, and a number that have found such employer action was

adverse. Compare O'Neal, 392 F.3d at 912 (rejecting for lack of “objective evidence” the employee's claims that her

involuntary transfer resulted in a less prestigious job and negatively affected her advancement opportunities); Mitchell,

389 F.3d at 182 (finding no adverse action from a professor's allegations that the university “deprived him of a graduate

research assistant during one summer, revoked his mentor status in the M.D./Ph.D graduate program, and removed him

from his position of Medical Director of Pathology Laboratory Services”); Williams v. R.H. Donnelley, Corp., 368 F.3d 123,

128 (2d Cir.2004) (finding no adverse action when employee wanted transfer for personal reasons and transfer would

have resulted in lower pay); Banks v. E. Baton Rouge Parish Sch. Bd., 320 F.3d 570, 575 (5th Cir.2003) (“[A] decision

made by an employer that only limits an employee's opportunities for promotion or lateral transfer does not qualify as an

adverse employment action under Title VII.”); Momah v. Dominguez, 175 Fed.Appx. 11, 21-22 (6th Cir.2006) (finding no

adverse action when requested transfer would have been a demotion and was sought for personal reasons); Wanchik

v. Great Lakes Health Plan, Inc., 6 Fed.Appx. 252, 258-59 (6th Cir.2001) (finding no adverse action when corporate

acquisition resulted in the employee transferring from CEO of the target company to vice president of the acquiring

company), with Jones, 198 F.3d at 411-12 (finding an adverse employment action when a teacher was transferred to a

“difficult school” teaching “less desirable science classes” and was passed over for promotion); Davis v. City of Sioux

City, 115 F.3d 1365, 1369 (8th Cir.1997) (upholding jury verdict, explaining that “[t]he jury apparently put more weight

on Davis's evidence that the new position lacked supervisory status, had fewer opportunities for salary increases, and

offered Davis little opportunities for advancement.”); Bryson v. Chicago State Univ., 96 F.3d 912, 916 (7th Cir.1996)

(concluding that an employee's “sudden loss” of the title Special Assistant to the Dean and her banishment from university

committee work could constitute adverse employment action); de la Cruz v. N.Y. City Human Res. Admin. DSS, 82 F.3d

16, 21 (2d Cir.1996) (finding that the involuntary transfer of a caseworker from the adoption unit to the foster care unit

could be an adverse employment action because of the lower prestige and “little opportunity for professional growth” in

the new unit, but also noting that the employee's case was “quite thin”).

3 In substantive discrimination cases, such as the case at bar, the materially adverse action must relate to the

“compensation, terms, conditions, or privileges of employment.” White, 126 S.Ct. at 2414; 42 U.S.C. § 2000e-2.

4 Although these decisions predate White, the White decision does not call into question their continuing applicability to

cases dealing with employment-related actions, insofar as White merely expanded the scope of redressable behavior

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beyond these employment-related actions under the Title VII retaliation provision. To the extent that these cases address

materially adverse employment actions, they remain good law as applied to Title VII substantive discrimination cases.

5 This reading of Clark County and National Railroad is buttressed by the Supreme Court's treatment of hiring, promotion,

transfer, and recall decisions as equivalent employment actions in the First Amendment context. See Rutan v. Republican

Party, 497 U.S. 62, 79, 110 S.Ct. 2729, 111 L.Ed.2d 52 (1990) (holding unconstitutional a state law which imposed party

affiliation requirements on lower level state employees).

6 The “adverse employment action” was first articulated by this Court as variation of the “did not get hired” prong of the

McDonnell Douglas prima facie test to serve the Court's evaluation of a plaintiff's evidence in Title VII retaliation cases.

See Brown v. Marks, 709 F.2d 1499 (6th Cir.1983) (unpublished opinion). This variation made sense, as the adverse

employer action is the sin qua non in the retaliation context, just as the failure to get the job is the sine qua non in the hiring

context. As case law developed, however, this Court has come to use “adverse employment action” as a placeholder

phrase for an employment action which, when taken in context, gives rise to an inference of discrimination. See Simpson

v. Midland-Ross Corp., 823 F.2d 937, 940 (6th Cir.1987) (using the “adverse employment action” language for the first

time in the articulation of the prima facie case requirements outside of the retaliation context).

7 The Court first applied the adverse employment action requirement to an involuntary transfer case in Yates v. Avco Corp.,

819 F.2d 630, 638 (6th Cir.1987) (reasoning that the plaintiff's involuntary transfer could not be an adverse employment

action because she “continued to receive the same salary and benefits” as she had prior to the transfer).

8 The majority opinion relies on Mitchell v. Vanderbilt Univ., 389 F.3d 177 (6th Cir.2004), for the proposition that there was no

adverse employment action against Plaintiff. This reliance is misplaced. In Mitchell, this Court found that a plaintiff alleging

age discrimination did not experience an adverse employment action where the defendant articulated a legitimate and

nondiscriminatory reason for not hiring the plaintiff for the position he sought. 389 F.3d at 181-82. The Court found “nothing

to indicate that the appointment would have provided an increased salary, significantly changed responsibilities, a more

distinguished title, or a gain in benefits.” Id. at 183. “Mitchell was not the best qualified applicant for the position because

of his dislike of administrative duties, his apparent disinterest in clinical work, and his tendency to arrive late to meetings.”

Id. at 184. The instant case is distinguishable from Mitchell because Plaintiff has presented sufficient evidence from which

a rational trier of fact could conclude that the Postmaster position which he sought-and qualified for-is objectively more

prestigious than a supervisor position. The precedential import of Mitchell is also undermined by the fact that the case

was decided prior to Burlington Northern and Santa Fe Ry. Co. v. White, 548 U.S. 53, 126 S.Ct. 2405, 165 L.Ed.2d 345

(2006). Moreover, the majority's reliance on Burlington Industries, Inc. v. Ellerth, 524 U.S. 742, 761, 118 S.Ct. 2257, 141

L.Ed.2d 633 (1998), is also inapposite because Ellerth is a sexual harassment hostile work environment case and is,

therefore, distinguishable from the instant case.

End of Document © 2016 Thomson Reuters. No claim to original U.S. Government Works.

Case 2:15-cv-12312-MOB-EAS ECF No. 58-2, PageID.1729 Filed 10/17/16 Page 71 of 71