Opinion ID: 146224
Heading Depth: 4
Heading Rank: 1

Heading: The Coffee and Lunch Break Policy

Text: The first set of claims brought by Morales, alleging both discrimination and retaliation, arises from his allegation that the Caparra Heights coffee and lunch break policy was not enforced in an equal and nondiscriminatory matter, insofar as certain female employees were, at times, permitted to take longer breaks than the policy provided for. Under the policy, employees were allowed to take either a half hour or an hour lunch break, plus a ten minute coffee break during each half of their shift. When Morales complained about the discriminatory enforcement of the policy, his supervisor began to require all employees to clock in and out each time they took a break. However, even if two female employees were permitted to take longer breaks than Morales on account of their gender, such selective enforcement of the breaks policy had no material effect on Morales's employment and therefore cannot constitute discrimination within the meaning of the statute. He was not formally disciplined for violating the policy, [13] or denied the opportunity to take breaks himself. On these facts, we hold that the selective enforcement of the breaks policy fails to sustain a claim for gender discrimination. Likewise, we conclude that the selective enforcement of the breaks policy fails to rise to level of actionable retaliation. Morales's retaliation claim includes an allegation that, following the submission of an EEOC complaint, his supervisor, Enrique López, closely monitored the lunch and coffee breaks Morales took. He also testified that, by requiring that all employees clock in and out each time they went on break, López attempted to stir up other employees against him. [14] Morales, however, was not treated differently than other employees in the application of the policy as a result of his complaint; indeed, his complaint rests on the assertion that all employees were treated equally (though they may not have liked it). Thus, the adverse action anchoring Morales's complaint of retaliation is essentially the relief he requested in his discrimination complaint, and therefore would not dissuade a reasonable employee from filing or supporting a charge of discrimination. Cf. Burlington Northern, 548 U.S. at 68, 126 S.Ct. 2405 (An employee's decision to report discriminatory behavior cannot immunize that employee from those petty slights or minor annoyances that often take place at work and that all employees experience.). Accordingly, Morales's claims arising from the selective enforcement of the breaks policy fail as a matter of law because Morales suffered no material adverse employment action within the meaning of Title VII's discrimination or retaliation provisions.