UNITED STATES DISTRICT COURT

DISTRICT OF NEW HAMPSHIRE

Brenda K. Taite,

Plaintiff

v. Civil No. 08-cv-258-SM

Opinion No. 2010 DNH 036

Erik K. Shineski, Secretary,

Department of Veterans Affairs,

Defendant

O R D E R

Pro se plaintiff Brenda Taite asserts claims against the

Secretary of Veterans Affairs under the Fair Labor Standards Act

(Count I), the Rehabilitation Act (Counts II and VII), Title VII

of the Civil Rights Act of 1964 (Counts III and VII1), and New

Hampshire common law (Counts IV, V, and VI). Before the court is

defendant’s motion for summary judgment. Plaintiff objects. 

Defendant’s motion is granted in part and denied in part.

Summary Judgment Standard

A summary judgment motion should be granted when the record

reveals “no genuine issue as to any material fact and . . . the

moving party is entitled to a judgment as a matter of law.” FED.

1 Count VII of Taite’s amended complaint is titled

“Retaliation.” (Am. Compl., at 17.) It does not, however,

identify the claim’s legal basis. Taite’s objection to summary

judgment, however, appears to suggest that the retaliation claim

has been brought under both the Rehabilitation Act and Title VII.

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R. CIV. P. 56(c). “The object of summary judgment is to ‘pierce

the boilerplate of the pleadings and assay the parties’ proof in

order to determine whether trial is actually required.’ ” Dávila

v. Corporación de P.R. para la Diffusión Pública, 498 F.3d 9, 12

(1st Cir. 2007) (quoting Acosta v. Ames Dep’t Stores, Inc., 386

F.3d 5, 7 (1st Cir. 2004)). “[T]he court’s task is not to weigh

the evidence and determine the truth of the matter but to

determine whether there is a genuine issue for trial.” Noonan v.

Staples, Inc., 556 F.3d 20, 25 (1st Cir. 2009) (citations and

internal quotation marks omitted).

“Once the moving party avers an absence of evidence to

support the non-moving party’s case, the non-moving party must

offer ‘definite, competent evidence to rebut the motion,’ ”

Meuser v. Fed. Express Corp., 564 F.3d 507, 515 (1st Cir. 2009)

(citing Mesnick v. Gen. Elec. Co., 950 F.2d 816, 822 (1st Cir.

1991)), and “cannot rest on ‘conclusory allegations, improbable

inferences, [or] unsupported speculation,’ ” Meuser, 564 F.3d at

515 (quoting Welch v. Ciampa, 542 F.3d 927, 935 (1st Cir. 2008)). 

When ruling on a party’s motion for summary judgment, a trial

court “constru[es] the record in the light most favorable to the

nonmovant and resolv[es] all reasonable inferences in [that]

party’s favor.” Meuser, 564 F.3d at 515 (citing Rochester Ford

Sales, Inc. v. Ford Motor Co., 287 F.3d 32, 38 (1st Cir. 2002)).

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Background

Brenda Taite is of African-American descent. In 1992, she

was diagnosed with chondrasarcoma, a form of cancer. She has

received extensive treatment, including the surgical insertion of

an internal prosthesis in her right leg. As a result, she

suffers limitations in her ability to walk, sit, stand, and

perform other daily activities. In 2002, Dr. Alan Aaron, who

operated on Taite’s leg in 1993, wrote the following:

Ms. Brenda Taite underwent extensive reconstructive

surgery of her right leg after a tumor resection. This

has resulted in a weak right leg. She is able to walk,

but not for extended distances and her sitting

tolerance is somewhat diminished. . . . Sitting

tolerance is somewhat reduced and she may require

several periods where she may need to stand just to

relieve some of her discomfort. She cannot lift

anything greater than 10 pounds. She cannot do any

extended walking. Other than these listed, I think

that she can pursue any other activities.

(Obj. to Summ. J. (document no. 34), Ex. 2.)

In April, 2006, Taite began working at the United States

Department of Veterans Affairs Medical Center (“VAMC”) in White

River Junction, Vermont. She was hired as one of four claims

assistants in the Fee Basis section, under the supervision of

Patient Services Manager Stephen Willoughby. Taite shared a

suite in the Fee Basis Office with Paula Morin, who is Caucasian,

and who has no apparent disability. Taite and Morin had the same

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job title, but they had different job responsibilities; Morin’s

job involved substantially more direct contact with clients.2

(Mot. Summ. J. (document no. 32), Ex. A (Taite Dep.), Vol. I, at

95, 236, Vol. II, at 122; Ex. B (Willoughby Decl.) ¶¶ 2, 5). 

On her first day of work, Taite told Willoughby that she had

had cancer in her right knee and needed an accommodation. She

requested, and was given, a raised desk top, a chair with a high

back, and a trash can and pillow on which to elevate her feet

(hereinafter “special furniture”).3 She needed to elevate her

feet “to alleviate the swelling in [her] right leg.” (Taite

Decl. ¶ 5.) Regarding Willoughby’s response to her request for

an accommodation, Taite says that “[h]e was very kind about it.” 

(Taite Dep., Vol. I, at 63.) Taite had the use of her special

furniture for her entire tenure at the VAMC, except for the nine

work days between September 27 and October 11, 2006. 

2 Taite testified that three or four clients came to see her

during her seven-month tenure at the VAMC (Taite Dep., Vol. I, at

95, 236), while Morin saw several clients a week (id. at 102).

3 There is some disagreement over whether Taite’s special

furniture was a Rehabilitation Act accommodation (Taite’s

position) or was, instead, merely provided for Taite’s comfort

(Willoughby’s view). For purposes of ruling on the motion before

it, the court assumes, without deciding, that Taite’s special

furniture was a Rehabilitation Act accommodation.

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In September, 2006, Taite told Willoughby that Morin had

been referring to her as “girl.” (Taite Dep., Vol. I, at 140.)

Willoughby responded by saying: “Oh, I cannot refer to you as my

girl?” (Id.) Taite objected, stating that she was a woman. 

(Id.) Taite avers in her complaint that Willoughby took no

action against Morin for calling her a girl (Am. Compl. ¶ 16). 

But, after Taite spoke to Willoughby, Morin never again referred

to her as “girl.”4 (Taite Dep., Vol. II, at 5, 115.)

During the course of her employment, Taite used 7.5 hours of

compensatory time. (Mot. Summ. J., Ex. B, Attach. B-1.) She had

earned compensatory time for working beyond the end of her

regular day on several occasions, and first did so no later than

July 18. (Id.) It is undisputed that before Taite worked any

extra hours, Willoughby told her that she would receive

compensatory time rather than overtime pay. (Taite Dep., Vol. I,

at 174.) It is also undisputed that Taite was not compelled to

work extra hours; she was free to work extra hours in exchange

for compensatory time, or not to work any extra hours at all. 

(Id.) During the time that Taite was employed by the VAMC, Morin

worked approximately 160 extra hours and earned approximately

$4130 in overtime pay. (Obj. to Summ. J., Ex. 21, at 1-3.) Most

4 And, Taite has produced no evidence that Willoughby ever

referred to her as “girl” again after she told him she objected

to that mode of address.

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of the overtime worked by both Taite and Morin involved tasks

that fell into Morin’s area of responsibility. (Willoughby Decl.

¶ 4; see also Taite Decl. ¶ 8; Obj. to Summ. J., Ex. 20, at 4.) 

On September 15, Taite asked Willoughby why he refused to pay her

overtime, but approved overtime pay for Morin. (Taite Decl. ¶

8.) Willoughby told her that he did not have the money to pay

her overtime. (Id.)

On September 26, 2006, while delivering office supplies,

Morin threw a calendar at Taite, hitting her in the face. The

calendar incident was at least the second confrontation between

Taite and Morin. (See Compl. ¶¶ 13-14; Taite Dep., Vol. I, at

183-87; Willoughby Decl. ¶ 5.) Immediately after Morin threw the

calendar at Taite, Taite telephoned a number of people to

complain about Morin’s actions, including the VA police. The

investigating officer completed an offense report and forwarded

it to the United States Attorney, who declined to prosecute. 

(Obj. to Summ. J., Ex. 27.) At about 4:00 p.m. on the day of the

calendar incident, Willoughby’s supervisor, Joan Wilmot, sent

both Taite and Morin home, with pay. (Mot. Summ. J., Ex. D

(Wilmot Decl.) ¶ 3.) 

The day after the calendar incident, Taite talked with Kathy

Mason of the VAMC human resources department and said “either

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[you] set parameters or I’m not going back into that office.” 

(Taite Dep., Vol. I, at 238.) Later that day, Willoughby and

Wilmot decided that Taite and Morin had to be separated. 

(Willoughby Decl. ¶ 5.) They further decided that “[b]ecause Ms.

Morin had frequent face-to-face contact with veterans, it would

have caused undue difficulty for veterans to wander the hospital

looking for her . . . [and] that it made more sense to move Ms.

Taite.” (Id.) Willoughby explained that rationale to Taite on

September 29. (Taite Dep., Vol. I, Ex. 6.) Taite’s response to

Willoughby included the following statement: “The only reason you

move[d] me is because I am Black and Paula is white.”5 (Id.)

Willoughby’s initial plan was to place Taite in the Business

Office with Wilmot, but Taite said that she was unable to climb

the stairs in the Business Office. (Willoughby Decl. ¶ 5.) 

Accordingly, Willoughby did not move her there. The only other

available space was in the Admissions Office. (Id.) So,

Willoughby moved Taite to the Admissions Office, where another of

Willoughby’s subordinates, Wendy DeCoff, also worked. (Id. ¶¶ 5-

7.) Immediately after placing Taite in the Admissions Office,

Willoughby began trying to find a better location for her, and,

5 Approximately half an hour earlier, after Willoughby told

Taite that the move had been placed on hold by the union, Taite

responded: “Oh everything is to accommodate Paula Morin. You

moved me because I am Black and your little white princess who

throws a calendar at me and it strikes me in the face gets to

keep her office.” (Taite Dep., Vol. I, Ex. 6.) 

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as he believed that she would not be working in the Admissions

Office for very long, he did not have her special furniture moved

there. (Id. ¶ 6.) Willoughby discussed Taite’s situation in an

October 2 e-mail to Wilmot:

Also, per our conversation with Mr. Ocker [a union

representative] on 9/29/06, it was agreed, at least for

the short term, we swap Mr. Renehan [who also worked in

the Fee Basis Office] and Ms. Taite. I advised Mrs.

Wessel of this first thing this morning and she was not

pleased. It is my understanding that she attempted to

contact Mr. Ocker who apparently is not here today. 

She had spoken with Mrs. Mattoon [another union

representative]. Mrs. Wessel does not want to share an

office with Ms. Taite because Mrs. Wessel says “She’s

trouble.”. As you know Ms. Taite is alleging that I

move[d] her instead of Paula because she was black and

Paula is white. Something to think about if we move

Mrs. Wessel [who is an African American] and Ms. Taite

together could we be accused of “segregation”? 

Ms. Taite’s desk has been specially adjusted to meet

her physical needs. . . . her temporary desk has not. 

I have concerns that if we do not do something soon,

this will become an issue. As disruptive as all this

would be should I start action to make the move? 

(Obj. to Summ. J., Ex. 3.)

It is undisputed that Taite was without her special

furniture for the nine work days she spent in the Admissions

Office. After Willoughby moved her there, she told him

repeatedly that she wanted her high-backed desk chair and that

the desk she was using was too low. (Taite Dep., Vol. II, at

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42.) She also asked Kathy Mason to help her get her special

furniture brought down to the Admissions Office. (Id.)

While Taite was without her special furniture during the

nine days she worked in the Admissions Office, Willoughby says

that Taite “stood and moved as necessary for her comfort and I

permitted her to do so.” (Willoughby Decl. ¶ 6.) In her

objection to summary judgment, Taite writes: “[t]he plaintiff

does not admit as the Secretary has stated in his motion for

summary judgment that Willoughby did permit the plaintiff to ‘get

up and walk around as needed’ when he relocated her to the

[Admissions Office].” (Obj. to Summ. J., at 6; see also id. at

13 (“Willoughby did not allow the plaintiff to get up

frequently”); id. at 15 (“The Secretary has stated that the

plaintiff was permitted to get up and walk around in the

admissions office and this is not true. The plaintiff denies

that Willoughby permitted her to get up and walk around in the

[Admissions Office] . . .”). Taite does not, however, identify

any record support for her position.6 Her declaration is silent

on that matter and, in her deposition, she testified that while

6 Because her objection was not subscribed under penalty of

perjury, in accordance with 28 U.S.C. § 1746, the court

disregards any factual allegations stated therein that are not

otherwise supported by competent evidence. See Meuser, 564 F.3d

at 515; Serapion v. Martinez, 119 F.3d 982, 987 (1st Cir. 1997)

(“the court may ignore unsupported conclusions, rank speculation,

and opprobrious epithets”).

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she was stationed in the Admissions Office, she “would get up and

walk around” (Taite Dep., Vol. II, at 44), and that by getting up

and walking around, she was able to alleviate the swelling in her

right leg (see id. at 44-45, 58). Taite’s deposition testimony

is sufficient to warrant disregard of the unsupported allegation

in her objection to summary judgment. See Chongris v. Bd. of

Appeals, 811 F.2d 36, 37 (1st Cir. 1987) (explaining that court

may disregard “those ‘facts’ which have since been conclusively

contradicted by [plaintiff’s] concessions or otherwise . . .”). 

Accordingly, it is undisputed that while Tate worked in the

Admissions Office, she relieved the swelling in her leg by

getting up and walking around, and that Willoughby permitted her

to do so.

On September 27, after Willoughby relocated her to the

Admissions Office, Taite began the process of making an

employment discrimination complaint based on the calendar

incident by contacting George Irvin, an Equal Employment

Opportunity (“EEO”) Counselor at the VA. Her written complaint

is dated October 31, 2006, and was officially filed on November

13. (Obj. to Mot. to Amend (document no. 10), Ex. C, Attach. A.) 

In her EEO complaint, under the heading “Basis,” Taite listed

“Race African-American.”) (Id.) She described her claim as

follows: 

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On September 26, 2006 at approximately 2:45 p.m., my

Caucasian co-worker, Paula Morin threw a calendar at

me, which struck me in the face. After Paula threw the

calendar at me, which struck me in the face, I jumped

up from my chair and said, “Paula why did you throw

that calender at me. The calendar struck the rim of my

eyeglasses. Why did you do it?” Paula just laughed.

(Id.) The director of the VAMC was notified of Taite’s initial

EEO counseling on October 13, 2006, and Alternative Dispute

Resolution (“ADR”) was discussed with Willoughby on October 16. 

(Reply (document no. 12), Attach. 11.) In a November 28, 2006,

letter accepting Taite’s EEO complaint, the VA’s Regional EEO

Officer described Taite’s claim:

(A) Whether on the basis of race (African-American) the

complainant was subjected to harassment and a hostile

work environment when:

1. On September 26, 2006 the complainant’s coworker, PM, threw a calendar at the

complainant which hit her in the face.

(Obj. to Mot. to Amend, Ex. C, Attach. B.) Subsequently, Taite

added various other claims to her EEO complaint, including claims

of disability discrimination, but she made those amendments long

after she stopped working at the VAMC.7

7 In response to a letter from Taite dated December 6, 2006,

and received by the VA’s Office of Resolution Management on

December 18 (see Obj. to Mot. to Amend, Ex. C., Attach. C), the

Regional EEO Officer accepted several additional claims,

including one for failure to accommodate (id., Ex. C, Attach. D).

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Also on September 27, Taite asked Willoughby and Wilmot to

have someone other than Morin serve as her timekeeper. She

wrote: “Currently, Paula Morin is my timekeeper. Given the

abusive treatment that I have received from her, I am

respectfully asking that I am assigned to another time keeper.” 

(Obj. to Summ. J., Ex. 31.) Willoughby denied that request no 

later than October 13. (Obj. to Summ. J., Ex. 11.) Taite

continued to pursue the matter with Willoughby, Wilmot, and

Sandra Davidson,8 to no avail. (Id.) Willoughby explained his

decision: 

Immediately after the alleged calendar incident,

Ms. Taite began requesting a new timekeeper. To that

point, Ms. Morin had been her timekeeper, as well as

the timekeeper for all of the Fee Basis Office staff. 

Ms. Taite alleged that Ms. Morin had made errors on her

8 For example, on October 16, Taite sent an e-mail to

Wilmot, with copies to Willoughby and Davidson, stating:

I have been keeping a chronology of the discrepancies

with my time and I will be forwarding my chronology of

the said discrepancies to the necessary personnel

regarding this issue. Moreover, I do not think that it

is appropriate for Paula Morin to throw a calendar at

me and it strikes me in my face and she is my

timekeeper.

(Obj. to Summ. J., Ex. 11.) Willoughby responded:

Brenda – I will be more than happy to entertain any

documentation you might have in regards to time

discrepancies. In regards to your allegation that Mrs.

Morin threw a calendar at you striking you in the

[face], I believe [that] is being investigated by the

VA police.

(Id.)

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timecard. I reviewed those errors and they were not of

the type of error that required a reassignment of the

timekeeper responsibilities. Additionally, Ms. Taite

stated that she did not feel it was appropriate for Ms.

Morin to have access to her personal information given

that Ms. Morin had allegedly assaulted her. The issue

of the alleged assault aside, acting as the timekeeper

for Ms. Taite did not give Ms. Morin access to any

personal information about Ms. Taite. I determined

that it would not be an effective use of time or

resources to have Ms. Taite assigned a different

timekeeper based on her unfounded concerns regarding

Ms. Morin’s inability to perform as her timekeeper.

(Willoughby Decl. ¶ 10.)

On October 11, Willoughby moved Taite from the Admissions

Office to Virginia Fuller’s office, which was closer to her

original work station in the Fee Basis Office, but still separate

from it. He also had all of Taite’s special furniture moved into

her new office.

Employees under Willoughby’s supervision had offices at

several different locations on the VAMC campus. (Willoughby

Decl. ¶ 7.) It was his practice to visit those locations daily

to retrieve completed work and mail. (Id.) He was out of the

office on October 23, and did not collect Taite’s work on that

day. (Taite Dep., Vol. II, at 131; Taite Dep., Ex. 10.) Before

noon the next day, her work had been picked up. (Id.) 

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By letter dated October 23, 2006, Taite was offered the

position of Acting Associate Director of EO/AA Programs in the

Office of Institutional Diversity & Equity at Dartmouth College. 

(See Obj. to Summ. J., Ex. 1.) Taite’s letter of resignation

from the VAMC, addressed to Willoughby, was also dated October

23, 2006. (See Mot. Summ. J., Ex. C, Attach. C-4.) Her letter

specified an effective date of November 3. (Id.) On the morning

of October 26, Taite notified Kathy Mason of the human resources

department that she was resigning from her position at the VAMC. 

(Taite Dep., Vol. II, at 126.) She gave her resignation letter

to Willoughby at about 4:00 that afternoon. (Id.) 

Between the time when Taite notified Mason of her

resignation and the time she gave her resignation letter to

Willoughby, Willoughby held a patient services staff meeting. 

Taite was not notified of the meeting and did not attend. (Id.

at 125-26; but see Willoughby Decl. ¶ 11 (“Prior to a staff

meeting, it was my practice to send an e-mail to all employees

informing them of the meeting. I have no reason to believe that

Ms. Taite would not have been informed of the meeting along with

the rest of the staff.”).) The minutes of the meeting list eight

attendees, and list another nine staff members under the heading

“Coverage/Excused.” (Willoughby Decl., Attach. 3.) “[N]othing

discussed at the meeting would have affected Ms. Taite’s ability

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to do her job during her remaining time with the VAMC.” 

(Willoughby Decl. ¶ 11.)

Discussion

Count I

In Count I, Taite claims that the Secretary violated the

Fair Labor Standards Act (“FLSA”), 29 U.S.C. § 201, et seq., by

failing to pay her at least one and one-half times her regular

hourly rate for the 7.5 hours she worked in excess of her normal

work week over the course of her employment at the VAMC. The

Secretary argues that Count I fails, as a matter of law, because

Taite agreed to accept compensatory time instead of overtime pay,

as permitted by the Federal Employees Pay Comparability Act

(“FEPCA”). Taite disagrees.9

“The FLSA requires employers, to provide compensation to

employees who engage in work ‘for a workweek longer than forty

hours . . . at a rate not less than one and one-half times the

regular rate at which [the employee] is employed.’ ” Abbey v.

United States, 82 Fed. Cl. 722, 729 (Fed. Cl. 2008) (quoting 29

U.S.C. § 207(a)(1)). But, the FEPCA provides, in pertinent part,

that “[t]he head of an agency may . . . on request of an

9 Taite says she has created a genuine issue of material

fact, but it is difficult to discern precisely what factual

dispute she is referring to.

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employee, grant the employee compensatory time off . . . instead

of payment under section 5542 or section 7 of the Fair Labor

Standards of Act of 1938 for an equal amount of time spent in

irregular or occasional overtime work.” 5 U.S.C. § 5543(a)

(emphasis added). “Irregular or occasional overtime work is

defined by the [relevant] regulations as ‘work that is not

scheduled in advance of the employee’s workweek.’ ” Doe v.

United States, 74 Fed. Cl. 592, 599 (Fed. Cl. 2007) (quoting 5

C.F.R. § 551.501(c)). 

Because respondent has not established that the overtime at

issue met the regulatory definition of “irregular or occasional

overtime work,” he is not entitled to summary judgment on Count

I. See Doe, 74 Fed. Cl. at 599. Another potential obstacle to

respondent’s reliance upon 5 U.S.C. § 5543(a) is the statutory

requirement that its provisions are triggered “on request of an

employee.” But that is a question for another day.

Count II

In Count II, Taite claims that the Secretary violated the

Rehabilitation Act of 1973, 29 U.S.C. § 701, et seq., by failing

to provide her with a reasonable accommodation for her disability

and by taking adverse employment actions against her on account

of her disability. The court considers each claim in turn.

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A. Failure to Accommodate

Taite claims that she was made to work without an

accommodation for her disability from September 27, 2006, until

October 11, 2006, i.e., the nine days she spent working in the

Admissions Office. The Secretary moves for summary judgment on

two grounds. He first argues that Taite has failed to

demonstrate that she suffered from a disability. He further

argues that because Taite was allowed to get up from her desk and

walk around when she worked in the Admissions Office, she was, in

fact, provided with a reasonable accommodation during the nine

days at issue. Taite counters that because her special furniture

was never moved to the Admissions Office, she was provided no

accommodation at all when she worked there, and that the

Secretary cannot show that moving her special furniture to the

Admissions Office would have imposed an undue hardship.

The Rehabilitation Act “impose[s] an affirmative duty on

employers to offer a reasonable accommodation to a disabled

employee.” Enica v. Principi, 544 F.3d 328, 338 (1st Cir. 2008)

(citations omitted).10

10 “[S]ince the same standards apply to both the

Rehabilitation Act and [the Americans with Disabilities Act], [it

is appropriate to] rely on precedent construing both statutes”

when adjudicating a claim arising under either one. Enica, 544

F.3d at 338 n.11 (citing Calero-Cerezo v. U.S. Dep’t of Justice,

355 F.3d 6, 12 n.1 (1st Cir. 2004)).

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In order to assert a claim for failure to

accommodate under the Rehabilitation Act, [a plaintiff]

must establish that she (1) suffers from a “disability”

within the meaning of the statute, (2) is a qualified

individual inasmuch as she is able to perform the

essential functions of her job, with or without

reasonable accommodation, and (3) that, despite its

knowledge of her disability, the [defendant] did not

offer a reasonable accommodation. 

Id. at 338.

The Secretary engages on both the first and third elements

of Taite’s failure-to-accommodate claim. The court will assume,

without deciding, that Taite did suffer from a disability within

the meaning of the Rehabilitation Act. Her claim fails, however,

on the third element.

Taite argues that Willoughby failed to provide her with any

accommodation for the nine days she was required to work in the

Admissions Office. All agree that Taite was without her special

furniture for those nine days, but it is also undisputed that she

was allowed to get up from her desk and walk around as needed. 

Taite says repeatedly, in her memorandum of law, that she was not

allowed to get up and walk around when she was working in the

Admissions Office, but she has provided no competent evidence to

support that allegation. To the contrary, she testified under

oath, at her deposition, that she did get up and walk around and

that by doing so, she was able to relieve the swelling in her

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right leg. The undisputed factual record, thus, demonstrates

that Taite was provided with an appropriate and effective

accommodation.

Moreover, Taite has failed to identify a triable issue of

fact related to the reasonableness of the accommodation she was

provided. She alleges, in her complaint, that when she first

started working at the VAMC, she “requested permission to get up

frequently from her desk to alleviate the stiffness of the

artificial limb.” (Am. Comp. ¶ 9.) That request, in turn, was

in line with Dr. Aaron’s recommendation that Taite be allowed to

stand periodically to reduce discomfort associated with her

“somewhat limited” sitting tolerance. Moreover, in her

memorandum of law, Taite argues that an “accommodation was

necessary for [her] to perform her job because she could not sit

for extended periods of time because the prolonged sitting would

cause her severe and excruciating pain in her back and leg and

severe swelling in the right leg. (Obj. to Summ. J., at 19.) It

is undisputed that while Taite worked in the Admissions Office,

she was allowed to avoid sitting for extended periods of time. 

Because the accommodation Taite was provided was one she asked

for, and was consistent with her doctor’s recommendation, there

is no basis to think that it was not a reasonable accommodation.

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 Notwithstanding Taite’s current claim that not moving her

special furniture to the Admissions Office constituted a failure

to provide a reasonable accommodation, both the record and

Taite’s own argument demonstrate conclusively that she was

reasonably accommodated for the nine days at issue. Her reduced

capacity for sitting was accommodated by allowing her to sit

less. She may have preferred an alternative accommodation that

made sitting more comfortable, but, as the Secretary correctly

points out, “[a]n employer is not obligated to provide an

employee the accommodation he requests or prefers, the employer

need only provide some reasonable accommodation.” Gile v. United

Airlines, Inc., 95 F.3d 492, 499 (7th Cir. 1996) (quoting Schmidt

v. Methodist Hosp., 89 F.3d 342, 344-45 (7th Cir. 1996)); see

also 29 C.F.R. § 1630, App. § 1630.9 (explaining that when there

is more than one reasonable accommodation, “the employer

providing the accommodation has the ultimate discretion to choose

between effective accommodations, and may choose the less

expensive accommodation or the accommodation that is easier for

it to provide”). Because the undisputed factual record

demonstrates that Taite was not denied a reasonable accommodation

for the nine days she worked in the Admissions Office, the

Secretary is entitled to judgment as a matter of law on the

failure-to-accommodate claim in Count II.

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B. Disability Discrimination

Taite also claims, in Count II, that she was discriminated

against because of her disability. Specifically, she alleges

that Willoughby took away her accommodation and “segregated [her]

from the other employees in the [Fee Basis Office] because of her

. . . disability, which is cancer of the cartilage

(chondrasarcoma).” (Am. Compl. ¶ 48.) Taite’s segregation claim

appears to be based on both her September 27 move from the Fee

Basis Office to the Admissions Office and her October 11 move

from the Admissions Office to Virginia Fuller’s office. The

Secretary requests summary judgment on two grounds. First, he

argues that most of the acts that form the basis of Taite’s claim

were not adverse employment actions. He further argues that

Taite has produced no evidence of pretext.

Disability discrimination claims under the Rehabilitation

Act are analyzed under the McDonnell Douglas burden-shifting

framework. See Ríos-Jiménez v. Principi, 520 F.3d 31, 40 (1st

Cir. 2008) (citing Tobin v. Liberty Mut. Ins. Co., 433 F.3d 100,

104 (1st Cir. 2005); McDonnell Douglas Corp. v. Green, 411 U.S.

792 (1973)). 

Under that framework, [Taite] must first make a prima

facie case of disability discrimination, see McDonnellDouglas, 411 U.S. at 802, by establishing “(1) that

[she] suffers from a disability or handicap”; (2) that

“[she] was nevertheless able to perform the essential

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functions of [her] job, either with or without

reasonable accommodation,” and (3) that her employer

“took an adverse employment action against [her]

because of, in whole or in part, [her] protected

disability.” Carroll [v. Xerox Corp.], 294 F.3d [231,]

237 [(1st Cir. 2002)].

Sensing v. Outback Steakhouse of Fla., LLC, 575 F.3d 145, 154

(1st Cir. 2009) (parallel citation omitted). “If [Taite]

establishes her prima facie case, ‘the burden then shifts to

[defendant] to articulate a legitimate, non-discriminatory reason

for [his] employment decision and to produce credible evidence to

show that the reason advanced was the real reason.’ ” Sensing,

575 F.3d at 154 (quoting Tobin, 433 F.3d at 105). “Finally, if

defendant[ ] offer[s] such a legitimate reason, the burden shifts

back to the plaintiff to produce evidence ‘to establish that

[defendant’s] non-discriminatory justification is mere pretext,

cloaking discriminatory animus.’ ” Sensing, 575 F.3d at 154

(quoting Tobin, 433 F.3d at 105). “The ultimate burden of

proving unlawful action rests at all times with [the plaintiff].” 

Ríos-Jiménez, 520 F.3d at 41 (citing Reeves v. Sanderson Plumbing

Prods., Inc., 530 U.S. 133, 143 (2000)).

In her complaint, Taite identifies two adverse employment

actions supporting her disability discrimination claim – being

relocated to the Admissions Office without her special furniture,

and being segregated from the other employees in the Fee Basis

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Case 1:08-cv-00258-SM Document 39 Filed 03/01/10 Page 22 of 57
section while working in both the Admissions Office and Virginia

Fuller’s office. At Taite’s deposition, in what can only be

described as an extraordinary effort to deal fairly with a pro se

litigant, the United States Attorney carefully walked Taite

through her complaint, giving her an opportunity to clarify her

legal theories by identifying every purported adverse employment

action on which she based her discrimination and retaliation

claims. Given Taite’s deposition answers, the Secretary’s

summary judgment motion analyzes eleven separate incidents,

within the McDonnell Douglas framework, as adverse employment

actions underlying Taite’s disability-discrimination claim.11

11 Specifically, the Secretary identifies, and analyzes, the

following acts:

(1) Willoughby’s comment about not referring to

Taite “as my girl”;

(2) the VA’s failure to pay Taite overtime, even

though it paid Paula Morin overtime;

(3) Morin throwing the calendar at Taite;

(4) Willoughby moving Taite to the admissions

office after the calendar incident;

(5) Willoughby moving Taite from the admissions

office to another office, but not allowing her to

return to her original office;

(6) Wilmot sending Taite home for the rest of the

day after Morin threw the calendar;

(7) Cheryl Stancil making an upsetting comment to

Taite when Willoughby brought her to the admissions

office;

(8) Willoughby and Wilmot refusing Taite’s request

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But, Taite’s objection does not respond in kind. She undertakes

no McDonnell Douglas analysis, and discusses only two of the

eleven employment actions identified by the Secretary – being

made to work in the Admissions Office without her special

furniture and being segregated from the other employees in the

Fee Basis section. Thus, the court limits its analysis to those

two employment actions.

The Secretary is entitled to summary judgment because Taite

has failed to establish a prima facie case. In support of her

claim that she “suffered an adverse employment action because of

her disability” (Obj. to Summ. J., at 28), she argues:

When Willoughby moved the plaintiff to the [Admissions

Office], he refused to accommodate her workstation in

the [Admissions Office] even though on several

occasions, she asked him for an accommodation which she

had in place in the office that she shared with Morin.

Therefore, the Plaintiff suffered an adverse employment

action because of her disability at the hands of

Willoughby because he removed her from her accommodated

to have Morin removed as her timekeeper;

(9) Willoughby not retrieving Taite’s work on one

occasion when she was stationed in the admissions

office;

(10) Willoughby excluding Taite from the Patient

Services staff meeting on October 26, 2006; and

(11) the alleged constructive discharge that arose

from the “intolerable working conditions” resulting

from all of the allegations listed above.

(Def.’s Mem. of Law, at 17-18.)

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workstation and assigned handicapped parking space on

September 27, 2006, and refused to provide her with an

accommodation and told her that he did not want her

back in the office she shared with Morin after she

complained to management and the VA police that Morin

had assaulted her.

(Id.) She further argues that “[t]here are genuine issues of

material fact[ ] as to whether this accommodation [i.e., moving

her special furniture to the Admissions Office] would have

imposed an ‘undue hardship’ on the VAMC.” (Id. at 29.) In other

words, Taite does not claim that she was moved to the Admissions

Office without her special furniture, or was kept out of the Fee

Basis Office, because of her disability. Instead, she claims

that moving her to the Admissions Office without her special

furniture was an adverse employment action because she had a

disability that made it difficult for her to work without an

accommodation. The former might state an actionable disabilitydiscrimination claim, but the latter is merely a restatement of

Taite’s claim for failure to accommodate. Thus, Taite has failed

to establish a prima facie case of disability discrimination; she

simply does not allege facts that support a claim that she was

subjected to an adverse employment action that was motivated by

the fact that she had a disability, was regarded as having a

disability, or had a record of having a disability.

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Even if Taite had established a prima facie case, the

Secretary has proffered legitimate non-discriminatory reasons for

moving her to the Admissions Office and keeping her out of the

Fee Basis Office, and Taite has failed to produce any evidence

sufficient to carry her burden at step three of the McDonnell

Douglas analysis. 

To meet his burden to articulate a legitimate nondiscriminatory reason for moving Taite out of the Fee Basis

Office, the Secretary says that Willoughby moved Taite because it

was necessary to separate Taite and Morin and, of the two, Taite

had less face-to-face contact with veterans, making a shift in

her work station less disruptive to the agency’s clients than a

shift in Morin’s work station. Taite testified than she could

not work in the same office as Morin, and she acknowledged that

Morin had more face-to-face contact with clients than she did, so

the Secretary has met his burden of producing “credible evidence

to show that the reason advanced [for moving Taite out of the Fee

Basis Office] was the real reason.”12 Ríos-Jiménez, 520 F.3d at

41.

12 In addition, Taite produced evidence that Tiffany Wessel

did not want to share an office with her, which suggests a nondiscriminatory reason for not bringing Taite back into the Fee

Basis Office. 

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Taite, however, has failed to “establish that the proffered

reason [for moving her] is pretext intended to conceal

discriminatory intent.” Ríos-Jiménez, 520 F.3d at 41. She

engages in no analysis under McDonnell Douglas, and says nothing

about pretext. Necessarily, she has not produced any evidence

that the reasons given for moving her were both a sham, and a

sham intended to cover up a discriminatory motivation. See

Tobin, 433 F.3d at 105; Mesnick, 950 F.2d at 824 (quoting MedinaMunoz v. R.J. Reynolds Tobacco Co., 896 F.2d 5, 9 (1st Cir.

1990)). Moreover, there is not the slightest hint of disabilitybased animus to be found anywhere in the summary judgment

record.13 Accordingly, the Secretary is entitled to judgment as

a matter of law on the disability-discrimination claim in Count

II.

Count III

In Count III of her complaint, Taite claims that she was

discriminated against on account of her race, in violation of 42

U.S.C. § 2000e-2, when Willoughby moved her to the Admissions

Office without her special furniture, moved her from the

Admissions Office to Virginia Fuller’s office (thus segregating

13 To the contrary, Taite testified that when she initially

sought an accommodation from Willoughby, he was “very kind about

it.” That, along with Willoughby’s e-mail to Wilmot, in which he

expressed concern about Taite being without her special furniture

for too long, appears to be the only evidence in the record

pertaining to Willoughby’s attitude toward Taite’s disability. 

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Case 1:08-cv-00258-SM Document 39 Filed 03/01/10 Page 27 of 57
her from the other employees in the Fee Basis section), refused

to give her a new timekeeper, and failed to invite her to

department meetings.14 Those acts constitute racial

discrimination, Taite claims, because after the calendar

incident, Willoughby took no corrective action against Morin but,

instead, took the foregoing actions against her. 

As with the disability-discrimination claim in Count II, the

Secretary argues that most of the acts on which Taite bases her

racial-discrimination claim were not adverse employment actions

in the first place, and that Taite has produced no evidence of

pretext. The Secretary further argues that Taite’s racialdiscrimination claim fails because, for purposes of a disparatetreatment claim, Taite and Morin were not similarly situated. 

Section IX of Taite’s objection is titled “Count III—Racial

Discrimination of Title VII of the Civil Rights Act of 1964 42

U.S.C. § 2000e-2 & Count VII: Retaliation Section 704(a); hostile

work environment; and harassment.” (Pl.’s Obj. to Summ. J., at

29.) In the body of that section, however, Taite refers only to

disparate treatment. Because neither Taite’s complaint nor her

objection to summary judgment address hostile-work-environment or

14 Taite’s complaint refers to “meetings,” plural, but there

is no evidence in the record concerning any meeting other than

the one on October 26.

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Case 1:08-cv-00258-SM Document 39 Filed 03/01/10 Page 28 of 57
harassment theories in any meaningful way in the context of her

discrimination claim,15 the court construes Count III as

asserting only a disparate-treatment claim. 

Taite’s complaint identifies four possible factual

predicates for her disparate-treatment claim – her removal to the

Admissions Office, her subsequent move to Virginia Fuller’s

office (which segregated her from other employees in the Fee

Basis section), Willoughby’s failure to assign her a new

timekeeper, and her exclusion from the October 26 staff meeting. 

Taite’s objection to summary judgment discusses the first three

factual predicates, but does not mention the October 26 meeting. 

Accordingly, the court deems any claim based on the October 26

meeting to be forfeit. Taite’s objection also mentions the

“girl” incident and Willoughby’s refusal to pay her overtime. Of

the five remaining factual predicates for the disparate-treatment

claim in Count III, neither the failure to give Taite a new

timekeeper nor the “girl” incident, as alleged, can support a

disparate-treatment claim; Taite does not allege that she was

treated any differently than any other employee with respect to

those incidents. Thus, Count III consists of a disparatetreatment claim based upon three employment actions: (1) Taite’s

removal to the Admissions Office; (2) the continued segregation

15 Taite does, however, rely on a hostile-work-environment

theory in her retaliation claim.

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Case 1:08-cv-00258-SM Document 39 Filed 03/01/10 Page 29 of 57
from employees in the Fee Basis section occasioned by her move

from the Admissions Office to Virginia Fuller’s office; and (3)

Willoughby’s decision to give her compensatory time rather than

overtime pay.

“Disparate treatment is the most easily understood type of

discrimination. The employer simply treats some people less

favorably than others because of their race, color, religion,

sex, or other protected characteristic.” Raytheon Co. v.

Hernandez, 540 U.S. 44, 52 (2003) (quoting Int’l Bhd. of

Teamsters v. United States, 431 U.S. 324, 335 n.15 (1977))

(internal quotation marks, brackets, and ellipsis omitted). 

“Liability in a disparate-treatment case ‘depends on whether the

protected trait . . . actually motivated the employer’s

decision.’ ” Raytheon, 540 U.S. at 52 (quoting Hazen Paper Co.

v. Biggins, 507 U.S. 604, 610 (1993)). 

“Generally, a plaintiff [asserting a disparate-treatment

claim] establishes a prima facie case by showing that (1) [she]

is a member of a protected class; (2) [she] was qualified for the

job; (3) the employer took an adverse employment action against

[her]; and (4) the position remained open or was filled by a

person with similar qualifications.” Kosereis v. Rhode Island,

331 F.3d 207, 212-13 (1st Cir. 2003) (citing St. Mary’s Honor

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Ctr. v. Hicks, 509 U.S. 502, 506 (1993); Santiago-Ramos v.

Centennial P.R. Wireless Corp., 217 F.3d 46, 54 (1st Cir.

2000)).16

A. Taite’s Removal to the Admissions Office

The court will assume that Taite has made out a prima facie

case of disparate treatment by producing evidence that after the

calendar incident, she was moved to the Admissions Office while

Morin was allowed to remain in the Fee Basis Office suite that

she and Taite had once shared.17 As discussed above, the

Secretary has offered a legitimate non-discriminatory reason for

moving Taite, rather than Morin. The Secretary has also offered

a legitimate non-discriminatory reason for not moving Taite’s

special furniture to the Admissions Office, his belief that she

would not be working there long, coupled with her ability to get

16 While the elements identified in Kosereis would appear to

apply to claims that an employer failed to hire or failed to

promote, Kosereis actually involved claims much like the ones

Taite advances in this case. See 331 F.3d at 212; see also Hall

v. FMR Corp., ___ F. Supp. 2d ___, 2009 WL 3631611, at *8 (D.

Mass. Oct. 30, 2009) (employing prima facie case from Kosereis,

where plaintiff was employee who complained that: “(1) [her

employer] required [her] to report to work on time because of her

race; (2) he supervised her more intensely than he did her nonAfrican American co-workers; and that he discriminated against

her in matters of (3) workplace perquisites; (4) compensation and

salary increases; (5) the recording of her work; and (6) her

performance evaluation”).

17 The Secretary argues, not unpersuasively, that Taite’s

relocation did not rise to the level of an adverse employment

action. See Marrero v. Goya of P.R., Inc., 304 F.3d 7, 23-25

(1st Cir. 2002).

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up and walk around to relieve her pain and swelling. Thus, the

burden shifts to Taite to produce evidence of pretext.

In order to carry her burden of persuasion on pretext, Taite

must “demonstrate either that her [move] was (i) ‘more likely

motivated’ by discrimination than by the explanation proffered by

[defendant], or (ii) the proffered ‘explanation [was] unworthy of

credence’ in circumstances where the suspect denial, taken

together with other facts, suggests such a motivation.” Straughn

v. Delta Air Lines, Inc., 250 F.3d 23, 35 (1st Cir. 2001)

(quoting Tex. Dep’t of Comty. Affairs v. Burdine, 450 U.S. 248,

256 (1981)). 

According to Taite, the Secretary’s explanation for her move

was pretextual because “the plaintiff was moved by Willoughby and

told that she is trouble because she is African American.” (Obj.

to Summ. J., at 30.) Indeed, “[t]he burden of persuasion on

pretext may be met . . . by showing ‘that discriminatory comments

were made by the key decisionmaker.’ ” Straughn, 250 F.3d at 35

(quoting Santiago-Ramos, 217 F.3d at 55). 

In this case, however, Taite has produced no evidence to

support her claim that Willoughby told her she was trouble

because she is African American. She makes that claim in her

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Case 1:08-cv-00258-SM Document 39 Filed 03/01/10 Page 32 of 57
unsworn objection to summary judgment, but she identifies no

support in the summary judgment record. She does not mention

that statement in either the fact section of her objection or in

her declaration, and while there could be support for her

allegation somewhere in the record, it is Taite’s obligation to

identify that support, not the court’s responsibility to search

it out unaided. The record does include at least one piece of

evidence suggesting that Taite was once called “trouble,” but

that reference appears in an e-mail from Willoughby to Wilmot in

which Willoughby reported that Tiffani Wessel said that Taite was

“trouble.”18 (See Obj. to Summ. J., Ex. 3.) Based on a

comprehensive review of the record, it appears that the only

racial comments in this case were those Taite made to Willoughby. 

In sum, Taite’s first attempt to demonstrate pretext is entirely

unavailing.

Taite also attempts to demonstrate pretext by showing that

“Morin was treated more favorably [after the calendar incident]

than the plaintiff who is African American.” (Obj. to Summ. J.,

at 30.) “One method [of demonstrating pretext] is to produce

evidence that the plaintiff was treated differently than other

similarly situated employees.” Kosereis, 331 F.3d at 214. But,

“[t]o successfully allege disparate treatment, a plaintiff must

18 Tiffani Wessel is also of African-American descent. 

(Taite Decl. ¶ 16.)

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show ‘that others similarly situated to [her] in all relevant

respects were treated differently by the employer.’ ” Id.

(quoting Conward v. Cambridge Sch. Comm., 171 F.3d 12, 20 (1st

Cir. 1999; citing Rosado v. Radio Shack, Inc., 312 F.3d 532, 534

(1st Cir. 2002)). “The examples of disparate treatment need not

be perfect replicas, but they must closely resemble one another

in respect to relevant facts and circumstances.” Kosereis, 331

F.3d at 214 (brackets, international quotation marks and citation

omitted).

Here, Taite and Morin were not similarly situated enough for

Willoughby’s treatment of Taite to support an inference of racial

discrimination. By Taite’s own concession, Morin had more faceto-face contact with clients than she did, which fully supports

Willoughby’s explanation, offered to Taite shortly after her

move, that moving her would cause less client inconvenience than

would be caused by moving Morin.19 There is nothing suspect

about Willoughby’s decision to move the employee with less client

contact (and less seniority). Thus, Taite’s second attempt to

demonstrate pretext also fails.

19 While the Secretary does not rely on this fact, it is

also undisputed that Morin had significantly more seniority than

Taite. (Taite Dep., Vol. I, at 174-75.)

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Because Taite has failed to produce evidence to show that

the reasons given for moving her to the Admissions Office were

pretextual, the Secretary is entitled to judgment as a matter of

law on the portion of Count III based on the September 27 move.

B. Taite’s Move to Virginia Fuller’s Office

The second basis for Taite’s disparate-treatment claim is

her October 11 relocation from the Admissions Office to Virginia

Fuller’s office. The Secretary argues that even if Taite has

established her prima facie case, she has failed to carry her

burden of showing that the Secretary’s reasons for that move are

pretextual. 

The Secretary’s argument focuses on pretext, which assumes

that Taite has established her prima facie case. It is not at

all clear, however, that Taite’s move to Fuller’s office was an

adverse employment action for purposes of a Title VII claim. 

In an “employment discrimination case premised on disparate

treatment, it is essential for the plaintiff to show that the

employer took a materially adverse employment action against

him.” Blackie v. Maine, 75 F.3d 716, 725 (1st Cir. 1996) (citing

York v. City of Wichita Falls, 944 F.2d 236, 239-41 (5th Cir.

1991); Spring v. Sheboygan Area Sch. Dist., 865 F.2d 883, 885

35

Case 1:08-cv-00258-SM Document 39 Filed 03/01/10 Page 35 of 57
(7th Cir. 1989)). Moreover, “the mere fact that an employee is

displeased by an employer’s act or omission does not elevate that

act or omission to the level of a materially adverse employment

action.” Blackie, 75 F.3d at 725. Rather, 

the employer must either (1) take something of

consequence from the employee, say, by discharging or

demoting her, reducing her salary, or divesting her of

significant responsibilities, see Crady v. Liberty Nat.

Bank & Trust Co., 993 F.2d 132, 136 (7th Cir. 1993);

Connell [v. Bank of Boston], 924 F.2d [1169,] 1179

[(1st Cir. 1991)], or (2) withhold from the employee an

accouterment of the employment relationship, say, by

failing to follow a customary practice of considering

her for promotion after a particular period of service,

see, e.g., Hishon v. King & Spalding, 467 U.S. 69, 75

(1984). 

Blackie, 75 F.3d at 725-26 (parallel citations omitted).

Here, by virtue of the October 11 move, Taite was placed in

an office away from Morin, that was equipped with her special

furniture and that was, in her own words, “really nice.” (Taite

Dep., Vol. II, at 63.) Taite’s only complaint about working in

Virginia Fuller’s office is that she was segregated from the rest

of the staff of the Fee Basis section. But, she does not say how

working in a different location from most other Fee Basis

employees constituted an adverse employment action, much less a

materially adverse action sufficient to meet the objective

standard described in Blackie. Thus, Taite has not established

her prima facie case. 

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Even if Taite had established a prima facie case, her claim

would fail at step three of the McDonnell Douglas analysis. The

Secretary gives the same reason for the October 11 move that he

gave for the October 27 move: Willoughby’s need to keep Taite and

Morin apart while making sure that Morin remained easily

accessible to agency clients. As with the first move, Taite has

also failed to produce evidence that the Secretary’s explanation

for the second move was a pretext. 

Because the October 11 move was not an adverse employment

action, and because Taite has failed to produce evidence to show

that the Secretary’s explanation for that move was pretextual,

the Secretary is entitled to judgment as a matter of law on the

portion of Count III based on the October 11 move.

C. Willoughby’s Decision not to Pay Taite Overtime

The remaining basis for Taite’s disparate-treatment claim is

Willoughby’s decision to award her compensatory time rather than

overtime pay for the 7.5 extra hours she worked over the course

of her employment. For purposes of summary judgment, the

Secretary assumes the dubious proposition that Taite’s receipt of

compensatory time for her voluntary overtime work was an adverse

employment action,20 and offers several non-discriminatory

20 See Rhodes v. Ill. Dep’t of Transp., 359 F.3d 498, 505

(7th Cir. 2004) (holding that loss of a single day’s pay “had

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Case 1:08-cv-00258-SM Document 39 Filed 03/01/10 Page 37 of 57
reasons for paying Morin overtime while affording Taite only

compensatory time. Those reasons include the fact that the

billing backlog that created the need for overtime work arose in

Morin’s area of responsibility and expertise, an area in which

Taite had yet to be trained. The Secretary also points out that

Willoughby did not want Taite to work significant amounts of

overtime because Taite had used all of her allotted annual leave

and took additional leave without pay, and he did not want to pay

her premium wages when she often did not work her normal fortyhour work week. 

Taite does not address any of the Secretary’s explanations. 

To the extent she engages on the issue of pretext at all, she

simply says that “Mr. Willoughby paid the Caucasian employee

overtime but did not pay the plaintiff who is African American

overtime compensation.” (Obj. to Summ. J., at 30.) Taite’s

attempt to demonstrate pretext by producing evidence of

differential treatment, see Kosereis, 331 F.3d at 214, is not

persuasive, because she and Morin were not similarly situated

with respect to overtime. The work requiring overtime fell

within Morin’s area of responsibility, not Taite’s. Taite was a

relatively new hire and had not been trained in the work that

required overtime. During the seven months Taite worked for the

only a negligible impact on [plaintiff’s] income, and did not

cause her material harm”).

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VAMC, she took fifty-seven hours of unpaid leave time, above and

beyond her annual leave and sick leave, while Morin took no such

leave. All those factors, unrefuted by Taite, materially

distinguish her from Morin with regard to the issue of overtime

pay.

Because Taite has failed to produce evidence to show that

the Secretary’s explanations for not paying her overtime are

pretextual, the Secretary is entitled to judgment as a matter of

law on the portion of Count III based on Willoughby’s failure to

pay her overtime.

Counts IV, V, and VI

In Counts IV, V, and VI, Taite asserts three New Hampshire

common-law causes of action under the aegis of the Federal Tort

Claims Act (“FTCA”). Specifically, she seeks to recover for

wrongful termination (Count IV), negligent infliction of

emotional distress (Count V), and intentional infliction of

emotional distress (Count VI). The Secretary moves for summary

judgment on three grounds: (1) to the extent that Taite’s tort

claims are based on either disability discrimination or racial

discrimination, they are preempted by the Rehabilitation Act and

Title VII; (2) to the extent that her tort claims are based on

Willoughby’s failure to pay her overtime, those claims lack merit

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Case 1:08-cv-00258-SM Document 39 Filed 03/01/10 Page 39 of 57
because there was no FLSA violation; and (3) Taite’s tort claims

are barred by the FTCA because Taite never presented them to the

Veterans Administration before she filed suit.

The Secretary is entitled to dismissal of Counts IV, V, and

VI for yet another reason: this court’s lack of subject matter

jurisdiction. See McBee v. Delica Co., 417 F.3d 107, 137 (1st

Cir. 2005) (noting that “subject matter jurisdiction . . . which

goes to the fundamental institutional competence of the court . .

. can be raised sua sponte at any time”); Díaz-Rodríguez v. Pep

Boys Corp., 410 F.3d 56, 62 n.5 (1st Cir. 2005) (noting that

“federal courts . . . must ‘monitor their jurisdictional

boundaries vigilantly’ ”) (quoting Am. Fiber & Finishing, Inc. v.

Tyco Healthcare Group, LP, 362 F.3d 136, 139 (1st Cir. 2004).

The FTCA confers subject matter jurisdiction on the district

courts over tort claims against the United States. See 28 U.S.C.

§ 1346(b)(1). However, “[t]he authority of any federal agency to

sue and be sued in its own name shall not be construed to

authorize suits against such agencies on claims which are

cognizable under [28 U.S.C. §] 1346(b).” 28 U.S.C. § 2679(a). 

Here, Taite has sued the Secretary of the Department of

Veterans Affairs, in his official capacity. Thus, she has sued

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the Department. The Department, however, is not a proper

defendant. See McCloskey v. Mueller, 446 F.3d 262, 266 (1st Cir.

2006) (“the district court correctly held that no FTCA claim can

lie against the FBI”). Moreover, without a proper defendant,

i.e., the United States, this court lacks subject matter

jurisdiction over Taite’s tort claims. Like the plaintiffs in

Roman v. Townsend, Taite “never timely named the United States as

the defendant in an FTCA suit and that fact alone is fatal to

[her] cause.” 224 F.3d 24, 27 (1st Cir. 2000). As the court of

appeals explained, “[i]t is clear . . . that the requirement that

a plaintiff sue the United States within the period of

limitations in an action brought under the FTCA is jurisdictional

in nature and thus non-waivable.” Id. at 28 (citing Allgeier v.

United States, 909 F.2d 869, 871 (6th Cir. 1990) (“Failure to

name the United States as defendant in an FTCA suit results in a

fatal lack of jurisdiction.”)). The Secretary is entitled to

dismissal of Counts IV, V, and VI because the court lacks subject

matter jurisdiction over the claims asserted therein.

Moreover, even if the court were to excuse Taite’s failure

to name the United States as the defendant in her tort claims,

see Childress v. Northrop Corp., 618 F. Supp. 44, 48 (D.D.C.

1985) (noting that “a federal agency is not a proper defendant in

a suit brought pursuant to the FTCA” but declining to grant

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dismissal on that basis, as plaintiff was pro se and thus held

“to less stringent standards in pleading”), this court would

still lack jurisdiction over Taite’s tort claims. The FTCA

includes an exhaustion requirement, see 28 U.S.C. § 2675(a), and

a two-year statute of repose, see 28 U.S.C. § 2401, both of which

are jurisdictional. See Acosta v. U.S. Marshals Serv., 445 F.3d

509, 513 (1st Cir. 2006) (explaining that the FTCA exhaustion

provision is “a non-waivable jurisdictional requirement”)

(quoting Santiago-Ramirez v. Sec’y, Dep’t of Def., 984 F.2d 16,

18 (1st Cir. 1993)); Skwira v. United States, 344 F.3d 64, 71

(1st Cir. 2003) (“It is well settled in this circuit that the

timely filing of an administrative claim pursuant to § 2401 is a

jurisdictional prerequisite to filing suit under the FTCA.”)

(citations omitted). 

Here, it is undisputed that Taite never presented her tort

claims to the Department of Veterans Affairs (see Taite Dep.,

Vol. I, at 112), as required by 28 U.S.C. § 2675(a). Thus, Taite

has not met the FTCA exhaustion requirement, and as a

consequence, this court lacks subject matter jurisdiction over

her tort claims. See Acosta, 445 F.3d at 513. In addition, more

than two years have passed since Taite’s tort claims accrued. 

Given that the FTCA’s statute of repose “must be strictly

construed,” Skwira, 344 F.3d at 73 (citing United States v.

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Kubrick, 444 U.S. 111, 117-18 (1979), this court is “forever

barred” from considering those claims, see 28 U.S.C. § 2401(b),

leaving the court no alternative but to dismiss Counts IV, V, and

VI. See Skwira, 344 F.3d at 71 (“failure to comply with the

FTCA’s statute of limitations means that the district court lacks

subject matter jurisdiction to entertain the suit and must

dismiss it”) (citing Coska v. United States, 114 F.3d 319, 323

n.8 (1st Cir. 1997)).

Due to both Taite’s failure to name the proper defendant and

her failure to administratively exhaust her claims, this court

lacks subject matter jurisdiction over the claims raised in

Counts IV, V, and VI. Accordingly, the Secretary is entitled to

judgment as a matter of law on those counts.

Count VII

Count VII is a retaliation claim, brought under both the

Rehabilitation Act and Title VII. In her complaint, Taite

identifies four instances of alleged retaliation:

71. Stephen Willoughby retaliated against the

plaintiff by relocating her office to the [Admissions

Office] and refusing to provide her with an

accommodation for her physical disability after she

complained about the (protected activity) physical

assault and discriminatory treatment she suffered from

Paula Morin and the VA management. 

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72. Stephen Willoughby retaliated against the

plaintiff by refusing to pay her overtime pay after she

complained about the (protected activity) physical

assault and constantly being referred to as girl by

from Paula Morin. 

73. Stephen Willoughby retaliated against the

plaintiff by segregating her from the other employees

and telling her that she was trouble after she

complained about the (protected activity) physical

assault she suffered from Paula Morin. 

74. The Agency took adverse employment action

against the plaintiff after she filed a complaint of

protected activity, the physical assault by Morin and

discriminatory treatment based on the plaintiffs race

and disability by Stephen Willoughby.

(Am. Compl.) It is not entirely clear from the complaint

precisely what Taite claims to have been her protected activity.

The Secretary, who understands Count VII to assert a

retaliation claim under Title VII only, advances several

arguments in support of his motion for summary judgment. 

Specifically, he argues that Taite’s complaint about Morin’s

alleged assault to the VA police was not protected activity, that

Willoughby had already moved Taite to the Admissions Office

before he knew she had complained about racial discrimination,

and that with regard to the other alleged acts of retaliation,

Taite offers nothing beyond temporal proximity to refute the

Secretary’s legitimate non-discriminatory reasons for taking

those various actions. 

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In her objection to summary judgment, Taite clarifies her

claim somewhat, indicating that the EEO complaint she filed with

the VA’s Office of Resolution Management is the protected

activity on which her retaliation claim is based, and that her

EEO complaint was protected activity under both the

Rehabilitation Act and Title VII.

As a preliminary matter, because Taite did not amend her EEO

complaint to include a claim of disability discrimination until

approximately one month after she stopped working at the VAMC,21

she has no retaliation claim under the Rehabilitation Act. 

Neither Willoughby nor any other VAMC employee could have

retaliated against Taite, by taking an adverse employment action

against her, for something she did after she had stopped working

for the VAMC. Accordingly, the court turns to Taite’s Title VII

retaliation claim.

With regard to retaliation, Title VII provides, in pertinent

part, that 

[i]t shall be an unlawful employment practice for an

employer to discriminate against any of his employees .

. . because [the employee] has opposed any practice

made an unlawful employment practice by this

21 Her protected conduct under the Rehabilitation Act took

place no earlier than December 6, 2006, the date on which she

wrote to the VA Office of Resolution Management to amend her EEO

complaint to add a claim of disability discrimination.

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subchapter, or because he has made a charge, testified,

assisted, or participated in any manner in an

investigation, proceeding, or hearing under this

subchapter.

Fantini v. Salem State Coll., 557 F.3d 22, 31-32 (1st Cir. 2009)

(quoting 42 U.S.C. § 2000e-3). “In order to make out a prima

facie case of retaliation, . . . [Taite has] to prove that (1)

she engaged in protected conduct under Title VII; (2) she

suffered an adverse employment action; and (3) the adverse action

was causally connected to the protected activity.” Fantini, 557

F.3d at 32 (quoting Marrero v. Goya of P.R., Inc., 304 F.3d 7, 22

(1st Cir. 2002). “[T]he employee’s burden to establish a prima

facie case in the retaliation context ‘is not an onerous one.’ ” 

Dennis v. Osram Sylvania, Inc., 549 F.3d 851, 858 (1st Cir.

2008) (quoting Calero-Cerezo, 355 F.3d at 26)). “Once the

plaintiff establishes a prima facie showing of retaliation, the

McDonnell Douglas burden-shifting approach applies.” Enica, 544

F.3d at 343 (citation omitted).

The court begins by describing Taite’s prima facie case. 

She has established the first element by producing evidence that

she made initial contact with the VA’s EEO office on September

27.22 

22 Contrary to the statement in her objection to summary

judgment, however, Taite did not file her EEO complaint on

September 27. She initiated the complaint process by seeking

informal counseling from George Irvin on that date, but her

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Regarding the second element, an adverse employment action,

Taite presents a moving target. In her complaint, she identifies

five: relocating her to the Admissions Office, denying her an

accommodation for her disability, refusing to compensate her with

overtime pay, segregating her from the other employees in the Fee

Basis section, and telling her that she was trouble.23 In her

objection to summary judgment, she mentions all but the “trouble”

incident and adds several more: being shouted at by another VA

employee on the day she was moved to the Admissions Office;

Willoughby’s failure to pick up her completed work; Willoughby’s

refusal to give her a new timekeeper; Wilmot’s practice of

telling her to speak to Willoughby when she brought complaints

about Willoughby to Wilmot; the VA management’s failure to

investigate the calendar incident; Kathy Mason’s statement that

she lacked “service-line authority” when Taite sought redress

from her; Willoughby’s forcing her to walk a mile and a half from

her parking space to the Admissions Office for the nine days she

worked there; and Willoughby’s failure to invite her to the

October 26 department meeting. Taite is not especially clear

about when some of the allegedly retaliatory acts took place

complaint form is dated October 31, and the complaint was

actually filed on November 13.

23 As noted above, Taite has produced no evidence that

Willoughby ever called her “trouble,” much less that he told her

she was trouble because she is an African-American. Accordingly,

that incident cannot be included in her prima facie case.

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which is, of course, of vital importance in establishing the

third element of her prima facie case, a causal relationship

between her protected activity and the adverse employment

actions. 

While Taite has identified twelve alleged adverse employment

actions, seven of them must be eliminated from her prima facie

case because they founder on the third element, causation. For

the causation element to be satisfied, the employer must have

taken the allegedly retaliatory employment action after the

employee engaged in protected conduct. See Sabinson v. Trs. of

Dartmouth Coll., 542 F.3d 1, 5 (1st Cir. 2008). In addition, for

an employment action to be retaliatory, the person taking that

action must have known about the employee’s protected conduct at

the time he or she took the allegedly retaliatory action. See

Pomales v. Celulares Telefónica, Inc., 447 F.3d 79, 85 (1st Cir.

2006) (holding that plaintiff failed to establish prima facie

case because he produced “no evidence that . . . the CTI employee

who discharged [him] had any knowledge that [he had engaged in

protected activity]”); Kosereis, 331 F.3d at 217; Santiago-Ramos,

217 F.3d at 57-58; King v. Town of Hanover, 116 F.3d 965, 968

(1st Cir. 1997). Application of the foregoing principles

diminishes, by more than half, the list of employment actions

that may properly be included in Taite’s prima facie case.

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Four alleged adverse employment actions cannot be included

in Taite’s prima facie retaliation case because they happened

before she engaged in protected conduct by speaking with George

Irvin. Specifically, she spoke with Irvin after Willoughby moved

her to the Admissions Office,24 after Willoughby refused her

request for overtime pay,25 after Cheryl Stancil shouted at her,26

and after Kathy Mason told her that she lacked “service-line

24 In her complaint, Taite alleges:

Plaintiff filed her EEO complaint with George

Irvin. The complaint was filed on September 27, 2006,

which was one day after the Plaintiff was assaulted and

moved from her accommodated work station in Room 222 to

the Emergency/Admissions Office, which had no

accommodations for Plaintiff. 

(Am. Compl. ¶ 26 (emphasis added).) Taite confirmed that

chronology in her deposition, stating that “My EEO complaint was

brought when I saw that [Willoughby] had taken my accommodation

from me.” (Taite Dep., Vol. I, at 239.)

25 In her declaration, Taite states: “On September 15, 2006,

I asked Mr. Willoughby why I wasn’t paid overtime, but yet, he

paid Paula Morin for overtime? Mr. Willoughby responded that he

did not have the money to pay me.” (Taite Decl. ¶ 8.) Moreover,

Willoughby first gave Taite compensatory time, in lieu of

overtime pay, no later than mid July, which further undermines

Taite’s contention that Willoughby refused to allow her overtime

pay in retaliation for filing her EEO complaint.

26 According to Taite’s complaint, the events of September

27 unfolded in this order: Taite had her confrontation with

Stancil; she left the Admissions Office and went to her car where

she called Assistant United States Attorney Elizabeth Woodcock;

she returned to the Admissions Office and called Kathy Mason;

and, finally, she called the Office of Resolution Management to

file an EEO complaint. (Am. Compl. ¶¶ 24-26.) That chronology

is confirmed by Taite’s deposition (see Taite Dep., Vol. I, at

241-42), and Taite has produced no evidence that the incident

with Stancil took place after she consulted with George Irvin.

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authority.”27 Accordingly, those four employment actions cannot

be included in Taite’s prima facie case.

Three more alleged adverse employment actions cannot be

included in Taite’s prima facie case because they happened after

she spoke with George Irvin, but before Willoughby had learned

about her conversation with Irvin. For her part, Taite has

produced no evidence tending to show when Willoughby learned

about her protected conduct, i.e., the EEO complaint. It is

undisputed, however, that the complaint form was executed on

October 31, and filed on November 13. In view of the court’s

obligation to construe the record in the light most favorable to

Taite, the court will assume that Willoughby learned of Taite’s

protected conduct on October 16, the date on which Irvin

discussed ADR with him. Because Taite was denied her special

furniture only until October 11, was denied a new timekeeper no

later than October 13 (see Obj. to Summ. J., Ex. 11), and was

forced to park half a mile from her work station in the

Admissions Office only until October 11, those actions could not

have been in retaliation for her consultation with Irvin, given

that Taite has not shown that Willoughby knew about her

27 According to Taite’s complaint, Kathy Mason made the

comment about “service-line authority” in a telephone call that

took place before she contacted Irvin (Am. Compl. ¶ 26), and that

chronology is confirmed by Taite’s declaration (see Taite Decl. ¶

30).

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consultation with Irvin any earlier than October 16. As a

result, those employment actions cannot be included in Taite’s

prima facie case. 

Taite’s claim that Wilmot retaliated against her by

referring her back to Willoughby when she complained to Wilmot

about Willoughby must also be dropped from Taite’s prima facie

case. In her complaint, Taite alleges: “Whenever the Plaintiff

complained to Joan Wilmot, about Mr. Willoughby’s discriminatory

treatment, she referred the Plaintiff back to Mr. Willoughby, the

very person who allowed the discriminatory treatment to

continue.” (Am. Compl. ¶ 34.) She makes the very same

allegation in the fact section of her motion for summary judgment

(see Obj. to Summ. J., at 16), but the only support she offers is

the paragraph from her unverified complaint quoted above. Thus,

there is no competent evidence to support that factual

allegation. Not only does the allegation lack record support,

Taite has not produced any competent evidence concerning when

Wilmot learned about her consultation with Irvin and when Wilmot

redirected her to Willoughby.28 

28 Her declaration is silent on both of those factual

matters.

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Taite also states, in her objection to summary judgment,

that Wilmot told her that the decision about Taite’s timekeeper

would be made by Willoughby which, conceivably, could be the

basis for her allegation against Wilmot. (Obj to Summ. J., at

15-16.) But, according to the evidence Taite has produced, the

e-mail in which Wilmot told Taite that Willoughby would decide

the timekeeper issue was dated October 13, the same day on which

the VAMC director was notified of Taite’s initial consultation

with Irvin and three days before Irvin discussed ADR with

Willoughby. Because Taite has not produced evidence that Wilmot

redirected her to Willoughby after Wilmot learned of Taite’s EEO

consultation, that employment action cannot be included in

Taite’s prima facie case.

Based upon the foregoing, the alleged adverse employment

actions in Taite’s prima facie case are limited to: Willoughby’s

segregating her from other employees in the Fee Basis section,

Willoughby’s failure to pick up her completed work, the VA

management’s failure to investigate the calendar incident, and

Willoughby’s failure to invite her to the October 26 staff

meeting. Moreover, the failure-to-investigate component of

Taite’s prima facie is not supported by anything in Taite’s

pleadings or the record. To the contrary, her complaint alleges

that “the VA conducted an investigation.” (Am. Compl. ¶ 38; see

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also Obj. to Summ. J., at 9 (“During the Agency’s investigation .

. .”).29 Accordingly, the failure-to-investigate element must

also be dropped from Taite’s prima facie case. 

The question now becomes whether the three employment

actions that undisputedly took place after Willoughby learned

about Taite’s consultation with Irvin, and that are supported by

the record, constitute adverse employment actions sufficient to

establish a prima facie case. 

In the Title VII context, “adverse employment action” is “a

shorthand for the statutory requirement that a plaintiff show an

alteration in the material terms or conditions of [her]

employment.” Bergeron v. Cabral, 560 F.3d 1, 7-8 (1st Cir. 2009)

(citing Power v. Summers, 226 F.3d 815, 820 (7th Cir. 2000); 42

U.S.C. § 2000e-2(a)(1)). The Title VII “anti-retaliation

provision protects an individual not from all retaliation, but

from retaliation that produces an injury or harm.” Billings v.

Town of Grafton, 515 F.3d 39, 52 (1st Cir. 2008) (quoting

Burlington N. & Santa Fe Ry. v. White, 548 U.S. 53, 67 (2006)). 

Thus, “to prevail on a claim of retaliation in violation of Title

29 If Taite’s failure-to-investigate claim is based upon the

allegedly tardy response of VA officials on the day of the

calender incident (see Am. Compl. ¶ 19), that alleged failure to

investigate cannot support a retaliation claim because it took

place on September 26, the day before Taite contacted Irvin. 

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VII, ‘a plaintiff must show that a reasonable employee would have

found the challenged action materially adverse, which in this

context means it well might have dissuaded a reasonable worker

from making or supporting a charge of discrimination.’ ” 

Billings, 515 F.3d at 52 (quoting Burlington Northern, 548 U.S.

at 68). Regarding the materiality standard, the Supreme Court

has said: “We speak of material adversity because we believe it

is important to separate significant from trivial harms.” 

Burlington Northern, 548 U.S. at 68.

Because the three remaining bases for Taite’s retaliation

claim are merely trivial harms, even when taken together, see

Billings, 515 F.3d at 54 n.1, Taite has failed to establish a

prima facie case of retaliation. 

Regarding her “segregation” from other employees in the Fee

Basis section, Taite says that Willoughby segregated her on

October 11,30 which was before he knew that Taite had spoken with

Irvin. Even giving Taite the benefit of a presumption that

Willoughby kept Taite from moving back into the Fee Basis Office

after October 16, in retaliation for her consultation with Irvin,

30 As Taite states in her declaration: “On October 11, 2006,

Stephen Willoughby move[d] me once again and segregated and

isolated me from the other employees in the [Fee Basis] Office

and told me that he did not want me back in the [Fee Basis]

Office.” (Taite Decl. ¶ 22.)

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that action was a trivial harm. It is undisputed that the office

Taite moved to on October 11 was relatively close to the Fee

Basis Office, thus solving Taite’s problem with the long walk

from her car to the Admissions Office. It is also undisputed

that Taite’s new office was “really nice,” and that Willoughby

had her special furniture moved into it. Given those amenities,

all that remains is Taite’s displeasure at being separated from

other employees in the Fee Basis section, but “an employee’s

displeasure at a personnel action cannot, standing alone, render

it materially adverse.” Billings, 515 F.3d at 53 (citing

Blackie, 75 F.3d at 725). And, Taite has produced no evidence

from which a reasonable jury could find that she suffered an

objectively meaningful inconvenience or loss of prestige as a

result of her move to Virginia Fuller’s office. Regarding

Willoughby’s alleged failure to pick up Taite’s completed work,

it is undisputed that he missed one day, and that the problem was

corrected by noon of the following day. Finally, regarding

Willoughby’s alleged failure to invite Taite to the October 26

staff meeting, it is undisputed that at the time of the meeting,

Taite had already drafted her letter of resignation and notified

Kathy Mason of her decision to resign. It is also undisputed

that nothing discussed at that meeting would have affected

Taite’s ability to do her job for the remaining week of her

employment. 

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Either viewed individually or taken together, and in the

light most favorable to Taite, the three acts or omissions on

which she bases her retaliation claim simply do not amount to an

alteration in the material terms and conditions of her

employment. No reasonable worker would be dissuaded from

complaining about discrimination out of a fear of: (1) being

separated from some other colleagues (including an antagonistic

one) in a well-appointed office located near her parking spot;

(2) having completed work picked up eight hours late on one

occasion; and (3) not being invited to a staff meeting held after

she had decided to resign, and one week before the effective date

of her resignation. Because Taite has not identified any

materially adverse action taken against her as a result of her

protected conduct, she has not established her prima facie case.

Even if Taite had established a prima facie case, her claim

fails at the third step of the McDonnell Douglas analysis. To

begin, for reasons already given with respect to Counts II and

III, Taite has failed to produce evidence that Willoughby’s

reasons for placing her in Virginia Fuller’s office were

pretextual. Turning to the failure to collect Taite’s work on

October 23 and her exclusion from the October 26 staff meeting,

there is evidence in the record that both omissions resulted from

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simple oversights, and Taite has produced no evidence that the

Secretary’s explanations for them are pretextual. 

Because Taite has failed to establish her prima facie case

and because, even if she had done so, she has failed to produce

evidence of pretext, the Secretary is entitled to judgment as a

matter of law on the retaliation claim advanced in Count VII.

Conclusion

For the reasons given, the Secretary’s motion for summary

judgment (document no. 32) is granted in part and denied in part. 

All that remains of this case is the FLSA claim stated in Count

I.

SO ORDERED.

____________________________

Steven J. McAuliffe

Chief Judge

March 1, 2010

cc: Brenda K. Taite, pro se

Seth R. Aframe, Esq.

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