United States Court of Appeals

FOR THE EIGHTH CIRCUIT

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No. 96-2293SD

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Kathryn Jean Zirpel, *

*

Appellant, *

* Appeal from the United States

v. * District Court for the 

* District of South Dakota.

Toshiba America Information *

Systems, Inc., a corporation, *

*

Appellee. *

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 Submitted: February 11, 1997

 Filed: April 10, 1997

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Before McMILLIAN, HEANEY, and FAGG, Circuit Judges.

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FAGG, Circuit Judge.

Kathryn Jean Zirpel appeals the district court’s grant of

summary judgment in favor of Toshiba America Information Systems,

Inc. (Toshiba) in her employment discrimination suit. Zirpel

claimed she was sexually harassed in violation of 42 U.S.C. §

2000e-2(a)(1) (1994). She also contended Toshiba fired her because

she is disabled in violation of the Americans with Disabilities Act

(ADA), 42 U.S.C. §§ 12101-12213 (1994). The district court

concluded Zirpel could sustain neither claim. We agree, and

affirm. 

Zirpel, who managed quality control at Toshiba’s Mitchell,

South Dakota plant, contends she suffered hostile-environment 
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sexual harassment from Marty Cunningham, the plant’s sales

director. We doubt, but we need not decide, whether Cunningham’s

conduct was “severe or pervasive enough to create an objectively

hostile or abusive work environment” for Zirpel. Harris v.

Forklift Sys., Inc., 510 U.S. 17, 21 (1993). Whatever Cunningham

said and did, the district court properly granted summary judgment

because Toshiba promptly took “remedial action . . . reasonably

calculated to end the harassment” once it knew or should have known

about Cunningham’s behavior. Kopp v. Samaritan Health Sys., Inc.,

13 F.3d 264, 269 (8th Cir. 1993). Although Zirpel complained about

Cunningham to Toshiba’s human resources manager Jan Hopkins in

October 1992, the first time Zirpel told Hopkins that Cunningham

was making suggestive remarks to Zirpel was January 13, 1993.

Hopkins offered to intervene, but Zirpel said she would rather talk

to Cunningham herself. Hopkins asked Zirpel to keep her informed.

On Friday, January 15, Zirpel reported to Hopkins that Cunningham

had said something overtly sexual to her. On Monday, January 18,

Hopkins and the plant’s general manager met with Cunningham, who

signed a written warning informing Cunningham “that future acts of

this type will result in additional disciplinary action up to and

including immediate termination.” The warning was placed in a

sealed envelope in Cunningham’s personnel file, and Hopkins told

Cunningham he would be fired if that envelope ever had to be

opened. Cunningham never bothered Zirpel again. Because Zirpel’s

evidence is insufficient to establish an essential element of her

sexual harassment claim, summary judgment in favor of Toshiba was

mandated. See Celotex Corp. v. Catrett, 477 U.S. 317, 322-23

(1986).

Likewise, the district court correctly granted summary

judgment for Toshiba on Zirpel’s ADA claim. Obviously, Toshiba

cannot have violated Zirpel’s rights under the ADA unless Zirpel is

disabled. Zirpel suffers from a mental impairment, panic disorder,

but Zirpel failed to create a triable dispute about whether her 
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disorder substantially limits any of her major life activities.

See 42 U.S.C. § 12102(2)(A); Aucutt v. Six Flags over Mid-America,

Inc., 85 F.3d 1311, 1318-19 (8th Cir. 1996) (explaining ADA’s

definition of “disability”). Although Zirpel’s ability to breathe

and speak is hampered during an actual panic attack, Zirpel admits

her panic disorder does not usually limit her activities. Zirpel’s

psychologist said that with treatment, panic disorder is “very

manageable,” causing infrequent, mild attacks. Furthermore,

Zirpel’s panic disorder does not substantially limit her ability to

work. See Webb v. Garelick Mfg. Co., 94 F.3d 484, 488 (8th Cir.

1996) (requiring significant reduction in meaningful employment

opportunities). While Zirpel’s panic attacks interfered with her

work at Toshiba, Zirpel has had three jobs since her discharge, and

she currently holds a quality control position nearly identical to

the one she held at Toshiba.

We affirm the judgment of the district court.

A true copy.

Attest:

CLERK, U.S. COURT OF APPEALS, EIGHTH CIRCUIT.