Opinion ID: 2166544
Heading Depth: 3
Heading Rank: 1

Heading: The State's Liability for Retaliation

Text: Allen argues that the State should be held vicariously liable for McPhee's allegedly retaliatory actions. Because Tennessee courts have not previously addressed the issue of an employer's vicarious liability for retaliation of a supervisor, Allen relies on Morris v. Oldham County Fiscal Court, 201 F.3d 784 (6th Cir.2000). In that case, the Court of Appeals for the Sixth Circuit observed that both the anti-discrimination and anti-retaliation provisions of Title VII prohibit discrimination by an employer. Morris, 201 F.3d at 791-92. Given the similarity of the prohibitions, the court reasoned that if severe and pervasive harassment by a supervisor constitutes discrimination under the anti-discrimination statute, then it should also be sufficient to constitute discrimination under the anti-retaliation statute. Id. Because Faragher and Ellerth held that an employer is vicariously liable for a supervisor's violation of the anti-discrimination statute, an employer should also be vicariously liable for similar conduct when it violates the anti-retaliation statute. Id. The court therefore held that an employer may be held vicariously liable when the retaliation takes the form of severe and pervasive harassment by a supervisor. Id. The First, Second, Fourth, Seventh, Ninth, and Tenth Circuits have reached similar conclusions. Bryant v. Brownlee, 265 F.Supp.2d 52, 67 (D.D.C. 2003) (observing that most circuits recognize that allegations of harassment or hostile work environment may form the basis of a retaliation claim against an employer). Finally, the Morris court concluded that the Faragher / Ellerth defense is available to employers who are exposed to vicarious liability for retaliatory harassment by a supervisor. Morris, 201 F.3d at 792. We now adopt the holding in Morris as a natural and reasonable extension of the principles set forth in Faragher and Ellerth and in furtherance of our policy of maintaining the continuity of the THRA and Title VII. See Parker, 2 S.W.3d at 176. Under the rule articulated in Morris the State will be held vicariously liable only if McPhee engaged in severe and pervasive retaliatory harassment. 201 F.3d at 791-92. As we have previously concluded, however, the harassment of Allen ended immediately after Allen filed her complaint. Although Allen maintains that McPhee took a materially adverse action against her by issuing press releases and an email and by making false allegations against her, this conduct is not the type of severe and pervasive harassment that warrants a finding of retaliatory harassment. See id. at 790. Morris does not expose employers to liability for every materially adverse act by a supervisor, but only for those retaliatory acts that are severe and pervasive enough to also constitute harassment under the anti-discrimination provision. See id. at 791-92. Therefore, there is no evidence of retaliatory conduct by McPhee for which the State can be held vicariously liable. If the State is to be held liable for retaliation, it must be based on a materially adverse action taken directly by the State. Allen also argues that the State is directly liable for retaliation because it took a materially adverse action against her by transferring her to a position with less prestige and less responsibility after she filed her complaint for sexual harassment. In White , the Supreme Court held that a reassignment of duties can be deemed retaliatory even if both the former and present duties are within the same description. 126 S.Ct. at 2416. The Supreme Court explained that [a]lmost every job category involves some responsibilities and duties that are less desirable than others and that [c]ommon sense suggests that one good way to discourage an employee . . . from bringing discrimination charges would be to insist that she spend more time performing the more arduous duties and less time performing those that are easier or more agreeable. Id. The Supreme Court further observed that [w]hether a particular reassignment is materially adverse depends upon the circumstances of the particular case, and `should be judged from the perspective of a reasonable person in the plaintiff's position.' Id. at 2417 (citation omitted). Allen initially worked as an administrative assistant for McPhee, where her responsibilities included numerous special projects, supervising student workers, and other administrative tasks. She was transferred to MTSU's Development Office in the position of Coordinator. Although she received an increase in pay, Allen claims she no longer has a job description, has no supervisory responsibilities, has only clerical tasks, and has no opportunities for growth or promotion. Allen also claims that her new position lacks the responsibilities, exposure, and prestige that she had in the President's office. Viewing the evidence in the light most favorable to Allen, we conclude that a reasonable employee might have been dissuaded from filing a complaint if she knew that she would be reassigned from the President's office to Allen's current position. Accordingly, we conclude that there are genuine issues of material fact with regard to whether the State's reassignment of Allen was materially adverse. Turning to the fourth prong of our retaliation analysis, we must determine whether there was a causal connection between Allen's sexual harassment complaint and the State's decision to reassign Allen. To make the determination of whether a causal link exists courts consider whether an employer's conduct can be linked to retaliatory intent. Jensen v. Potter, 435 F.3d 444, 449 n. 2 (3rd Cir.2006), overruled on other grounds by White, 126 S.Ct. at 2414; Treglia v. Town of Manlius, 313 F.3d 713, 720 (2nd Cir.2002); Goostree v. Tennessee, 796 F.2d 854, 863 (6th Cir. 1986). Temporal proximity of the adverse action to the complaint, a pattern of antagonism following a complaint, or other circumstantial evidence supporting causation are all relevant to a determination of causation. Farrell v. Planters Lifesavers Co., 206 F.3d 271, 279-81 (3rd Cir.2000). A majority of circuits have held that proof of close temporal proximity alone can establish causation, at least for purposes of stating a prima facie case. McGowan v. City of Eufala, 472 F.3d 736, 744 (10th Cir.2006); Treglia, 313 F.3d at 720; Sweeney v. West, 149 F.3d 550, 557 (7th Cir. 1998); Swanson v. Gen. Servs. Admin., 110 F.3d 1180, 1188 (5th Cir.1997); Fennell v. First Step Designs, Ltd., 83 F.3d 526, 535 (1st Cir.1996); but see Michael v. Caterpillar Fin. Servs. Corp., 496 F.3d 584, 596 (6th Cir.2007). We adopt the majority rule and hold that close temporal proximity of a complaint and a materially adverse action are sufficient to establish a prima facie case of causation. In this case, the TBR first attempted to reassign Allen two weeks after the filing of her complaint. When Allen declined to accept the reassignment, she was allowed to remain on paid leave while the TBR concluded its investigation. Allen was then officially reassigned when the TBR accepted the findings and recommendations of the investigation less than two months after Allen filed her complaint. These facts indicate a close temporal proximity of the complaint and the reassignment and therefore allow an inference that the TBR was motivated by an intent to retaliate. See Jensen, 435 F.3d at 450. This inference when combined with the evidence of a materially adverse action is sufficient to allow a reasonable jury to conclude that Allen has established a prima facie case of retaliation. Although we have concluded that a reasonable jury could conclude that Allen has established a prima facie case, the State is entitled to summary judgment if it can articulate a legitimate, non-discriminatory reason for transferring Allen and if Allen is unable to present evidence that raises a genuine dispute over whether the proffered reason is pretextual. See Young v. Dillon Cos., 468 F.3d 1243, 1249 (10th Cir.2006). To meet its obligation to articulate a legitimate, non-discriminatory reason for the reassignment, the State contends that it reassigned Allen to MTSU's Development Office to protect her from further harassment. Protecting employees from sexual harassment is clearly a legitimate and nondiscriminatory goal. Protecting employees is, in fact, one of the central purposes of the THRA. See Tenn. Code Ann. § 4-21-101(a)(1)-(4) (2005). By articulating a legitimate, non-discriminatory reason for the transfer, the State has presented Allen with the burden of producing evidence that the State's proffered motive is pretextual. Allen can meet her burden by presenting evidence that: 1) the State's proffered reason has no basis in fact; 2) the proffered reason did not actually motivate the reassignment; or 3) the proffered reason is insufficient to explain the reassignment. Carter v. Univ. of Toledo, 349 F.3d 269, 274 (6th Cir.2003). Allen has failed to present such evidence. On the contrary, the evidence in the record supports the State's assertion that Allen was transferred to protect her from further harassment by McPhee. While a reasonable person could conclude that Allen has been assigned to a position that is less desirable than her previous position, her reassignment is clearly superior to the alternative of remaining in a position in which she would be forced to interact closely with her harasser. We therefore hold that Allen has failed to demonstrate the existence of a genuine issue of material fact regarding the State's motivation for the reassignment. Accordingly, we conclude that the State is entitled to summary judgment on this issue.