Opinion ID: 2328929
Heading Depth: 2
Heading Rank: 2

Heading: The award of punitive damages in this case

Text: It is well established, at least with regard to employment discrimination claims under 42 U.S.C. § 1981, that the mere finding of discriminatory action, without more, will not support an award of punitive damages. E.g., Ramsey v. American Air Filter Co., 772 F.2d 1303, 1314 (7th Cir.1985) (citing cases). A showing of evil motive or actual malice is also required. Id. The law governing punitive damages in the District of Columbia courts demands similar proof. Vassiliades v. Garfinckel's, Brooks Brothers, Miller & Rhoades, Inc., 492 A.2d 580, 593 (D.C.1985) (The purpose of punitive damages is to punish a person for outrageous conduct which is malicious, wanton, reckless, or in willful disregard for another's rights (citing cases)); accord, e.g., Zanville v. Garza, 561 A.2d 1000, 1002 (D.C.1989). The requisite state of mind need not (and usually cannot) be proven by direct evidence, but may be inferred from all the facts and circumstances of the case. Robinson v. Sarisky, supra, 535 A.2d at 906 (citations omitted). Young argues that, even if punitive damages are available under the DCHRA, the evidence at trial was insufficient to support the jury's award of punitive damages in this case because there was no evidence of malice or evil motive. We hold, to the contrary, that the jury's assessment of punitive damages has sufficient support in the record. The actions of Arthur Young had a significant adverse effect on Sutherland's career, her professional reputation, and her financial wellbeing. There was strong evidence before the jury depicting a work environment in which decisions concerning promotions and compensation were improperly made on the basis of sex. Furthermore, the evidence did not merely show that Arthur Young was a rather unpleasant place for women to work because of the benighted attitude of some of the senior staff. Rather, it established that supervisory personnel both participated in and otherwise condoned working conditions in which women, including Sutherland, were subjected to sexist comments on a regular basis. This offending conduct was not the product of chance, mistake, or ignorance. It manifested itself in one of the most pernicious ways possible: by depriving its victims of the right to work in a decent environment and to earn a fair livelihood based on merit, not gender. We hold that the jury could reasonably find the requisite degree of malice or willfulness to award punitive damages, and accordingly we affirm the jury's award.