Opinion ID: 4546314
Heading Depth: 4
Heading Rank: 1

Heading: Proposal One: On-Site Interpreters

Text: After the March 1, 2013 meeting, Costco arranged for on-site interpreters at large-group meetings but not for counseling or coaching sessions D’Onofrio attended. (Doc. 119, p. 95; Doc. 120, p. 217; Doc 122, p. 59). She argues that many of those sessions included at least three individuals, which, to her, meant that on-site interpreters should have been provided on those occasions as well (as opposed to simply the VRI technology being available). (Doc. 117, p. 76). Costco counters that in the few counseling or coaching sessions involving three or more people present, VRI was still an appropriate measure, given that these sessions were limited to discussions between just two people (including D’Onofrio), with all others in the room observing silently. (Doc. 119, pp. 111-12; Doc. 122, pp. 36, 54-56, 158-59). b. Proposal Two: Limiting D’Onofrio’s Communications to a Three-Manager Team 9 Case: 19-10663 Date Filed: 07/06/2020 Page: 10 of 44 Implementing Williams’s second proposal, Costco also agreed to limit certain communications with D’Onofrio to a specific three-manager team, composed of Assistant General Manager Ainsley Brown, Hardlines Manager Carol Sivon, and Pharmacy Manager Jeff Weisler. (Doc. 117, pp. 60-64; Doc. 118, p. 182; Doc. 120, pp. 43-50). This accommodation, however, came with certain qualifications, one being that the three-manager team arrangement should not be considered an excuse for D’Onofrio to avoid certain Costco managers, including Pack. (Doc 121, pp. 90, 115). The aim of the arrangement was to facilitate D’Onofrio’s expanded communication with other managers, as opposed to limit it. (Id. at 115). Sivon underscored this objective, testifying that Powers had explicitly requested that D’Onofrio not refuse to take instructions or directions from other managers in the future. (Doc. 122, pp. 157-58). Yet, even with these explicit warnings, D’Onofrio refused after the training to interact with Pack. (Doc. 120, pp. 48, 50, 55, 57). This resistance led LiCastro to contact D’Onofrio by letter on May 13, 2013, informing her that the three-person arrangement was no longer feasible. This meant that going forward, D’Onofrio would be expected to communicate with, and take directions from, Pack. (Id., p. 30; Doc. 99-3). Yet, it appeared the functional effect of LiCastro’s letter was null, given the three-manager arrangement continued beyond May 13, 2013. (Doc. 117, p 87). D. Alan Holliday’s Transfer to the Pompano Beach Warehouse: April 2013 10 Case: 19-10663 Date Filed: 07/06/2020 Page: 11 of 44 In April 2013, Alan Holliday transferred to the Pompano Beach warehouse, assuming the role of merchandise manager. (Doc. 122, p. 20). Holliday was a direct supervisor of D’Onofrio, meaning the two interacted every day that they worked together. (Id. pp. 20-21). Holliday had not been able to attend the March 1, 2013 training because it predated his transfer. Nonetheless, D’Onofrio admitted that she had no problems communicating with Holliday, and actually got along well with him for the first several months that the two worked together. (Doc. 118, p. 13; Doc. 122, p. 20). Holliday came to the Pompano Beach warehouse with some knowledge of sign language and a degree of familiarity with deaf culture, given he grew up with a close relative who was deaf, and had socialized with the relative’s immediate deaf community. (Doc. 118, p. 13; Doc. 122, pp. 21-22, 47). Holliday also was familiar with VRI, having used VRI devices previously. (Doc. 122, p. 22). Upon his arrival to the warehouse, Holliday received a tutorial from Pack in the VRI technology available in the vicinity. (Id.). 1. D’Onofrio’s Employment under Holliday: August 28 to October 18, 2013 There were, as noted, only two reported behavioral incidents involving D’Onofrio between 2003 and 2012, but the situation changed while she was under Holliday’s direction. Although they had gotten along well at the outset of his tenure 11 Case: 19-10663 Date Filed: 07/06/2020 Page: 12 of 44 at the Pompano Beach warehouse, D’Onofrio testified that, in the fall of 2013, Holliday began repeatedly to accuse her of being loud, angry, and insubordinate. She also received a “flurry” of Employment Counseling Notices (ECNs) from Holliday, relating to her behavior on the floor of Costco and in ECN meetings. Appellant Br. at 18. This conduct included D’Onofrio’s reportedly talking loudly, yelling, being aggressive, demanding eye contact and making dramatic and emphatic gestures. At ECN meetings in particular, D’Onofrio was twice suspended for insubordination and unbecoming conduct, first on September 6, 2013 (Doc. 117, pp. 82-83; Jnt. Exh. 20), and again on October 18, 2013. (Doc. 117, p. 93; Jnt. Exh. 27). Between August 28 and October 18, 2013, D’Onofrio was coached and counseled on a number of occasions for inappropriate and insubordinate behavior. (Doc. 99, pp. 30, 32-34). Although VRI was made available to D’Onofrio for all of these coaching and counseling sessions, (Doc. 119, pp. 21, 27, 29, 103, 112, 116, 120-2), she frequently refused to use the technology. (Doc. 122, pp. 25, 29, 35, 40, 132, 163, 165-66); (Doc. 118, pp. 13, 42; Doc. 122, pp. 25, 35, 40, 163, 166). In fact, even when asked explicitly by her managers to use VRI, D’Onofrio responded, “why is everybody making such an issue about the VRI. I don’t [need] it. There is no communication issue. Just talk to me.” (Doc. 117, p. 75). During several counseling or coaching sessions, D’Onofrio even turned off, or attempted to turn off, the VRI phone. (Id. p. 81; Doc. 118, p. 42; Doc. 122, pp. 25, 35, 166). 12 Case: 19-10663 Date Filed: 07/06/2020 Page: 13 of 44 2. D’Onofrio’s Suspension and Termination: October 2013 On October 18, 2013, D’Onofrio was suspended for repeated policy violations, 5 pending a review of possible termination. (Doc. 99, p. 39). Five days later, Pack met with D’Onofrio, informing her that her employment was being terminated for excessive policy violations. (Doc. 99, p. 9; Doc. 117, p. 97). At the October 23, 2013 meeting, D’Onofrio requested an in-person interpreter, which Costco provided. (Doc. 117, p. 98). E. Procedural History Approximately two years following her termination from Costco, D’Onofrio filed a lawsuit against Costco in Florida state court. She advanced two causes of actions, arguing she was discriminated and retaliated against, in violation of Florida Civil Rights Act of 1992, Fla. Stat § 760.01 – § 760.11.6 (Doc. 1, p. 1). Costco removed the case to the U.S. District Court for the Southern District of Florida on the basis of diversity jurisdiction. The case was tried before a jury from May 29 to June 11, 2018. At the close of D’Onofrio’s case, Costco moved for judgment as a matter of law (JMOL) pursuant to Federal Rule of Civil Procedure 50(a). The district court denied Costco’s motion and sent the case to the jury. The jury found in Costco’s favor on 5 These policy violations related to specific job-related responsibilities held by D’Onofrio, and they did not relate specifically to her refusal to use the VRI technology. 6 The discrimination action under the FCRA is the only claim relevant to this appeal. 13 Case: 19-10663 Date Filed: 07/06/2020 Page: 14 of 44 D’Onofrio’s claim that she was illegally fired because of her disability and in retaliation for internal complaints she raised about discriminatory treatment she allegedly endured. (Doc. 103; Doc. 124, pp. 118-21). However, the jury found in favor of D’Onofrio on her failure to accommodate claim under the FCRA. Based on Costco’s liability, the jury awarded D’Onofrio $750,000 for emotional pain and mental anguish, and $25,000 in punitive damages. Costco renewed its JMOL motion, pursuant to Federal Rule of Civil Procedure 50(b), and alternatively moved for a new trial or remittitur. (Doc. 126; Doc. 127). The district court granted Costco’s renewed JMOL motion and conditionally granted its new trial motion in the event that the JMOL were reversed on appeal. (Doc. 140). The district court concluded that no reasonable jury could find that Costco did not provide a reasonable accommodation to D’Onofrio, as Costco provided VRI devices in two locations within the Pompano Beach warehouse, the March 1, 2013 deaf-culture training for warehouse managers in D’Onofrio’s immediate chain of command, and on-site interpreters in certain situations, including group meetings. (Doc. 140, p. 17). The court also conditionally granted Costco’s motion for a new trial, reasoning that the great weight of the evidence was against the jury’s verdict. (Doc. 140, pp. 26-27).