Opinion ID: 3169763
Heading Depth: 3
Heading Rank: 4

Heading: Analysis of Chavez’s Evidence

Text: Chavez worked as an auto mechanic at Credit Nation from June 18, 2008 to January 11, 2010. She was never disciplined before she announced her gender transition on October 28, 2009. Chavez was fired on January 11, 2010 for “[s]leeping while on the clock on company time.” President Torchia, Credit Nation’s owner, was responsible for and made the decision to terminate Chavez. There is some evidence Torchia was initially accommodating of Chavez’s gender transition. Torchia agreed to front Chavez an 15 Case: 14-14596 Date Filed: 01/14/2016 Page: 16 of 22 additional week of unaccrued vacation time to allow Chavez additional time to recover after one of her gender transition surgeries. And on November 9, 2009, Chavez wrote a letter to the Atlanta Journal Constitution that initially praised her employer’s support for her gender transition. Chavez’s letter noted that her boss Torchia “was very supportive,” that he said Chavez had “nothing to worry about,” and that he “made sure that all employees understood the no-harassment policy.” But Chavez also presented plenty of circumstantial evidence suggesting that Torchia’s attitude was not without reservation and that it changed. First, as to discriminatory intent, on November 24, 2009, about a month after Chavez announced her plans to undergo a gender transition and several weeks after Chavez wrote her letter to the newspaper, Chavez met with Torchia to discuss the matter. Chavez reported that Torchia was “very nervous” about her gender transition and the “possible ramifications.” Torchia stated that “he did not want any problems created for [Chavez] or any of his other employees” due to Chavez’s “condition.” Torchia said it was Chavez’s fault that Credit Nation had lost a tech applicant. Notably, Torchia added that he thought Chavez was going to “negatively impact his business.” After Chavez asked Torchia if it was “okay to talk about it” and to “educate others about [her] condition (transexualism) [sic] so they might understand and not 16 Case: 14-14596 Date Filed: 01/14/2016 Page: 17 of 22 be afraid,” Chavez reports that Torchia obliged but “only if [Chavez] was asked.”7 Torchia admonished that Chavez “shouldn’t bring it up.” Also in this November 24 meeting, Torchia discussed what Chavez was allowed to wear to and from work. Even though Chavez changed into a uniform before her shift started and shortly before leaving work each day, Chavez reports that Torchia asked her “not to wear a dress back and forth to work.” After Chavez told Torchia that she had not been wearing anything “outlandish” back and forth from work—“only . . . jeans and a top with tennis shorts”—Torchia said what Chavez had been wearing was acceptable, just so that she did not “wear a dress or miniskirt.” Chavez asked about whether she could wear a dress to and from work once her gender transition was complete. Torchia said no. He said that “would be disruptive and any woman that wears a dress at the service department would be disruptive.” Also, on November 12, 2009, Vice President Cindy Weston told Chavez that Chavez needed to “tone it down,” to not talk as much about her gender transition in the shop, and to be “very careful” because Torchia “didn’t like” the implications of Chavez’s planned gender transition. Weston admitted there was a problem with co-workers who were uncomfortable with Chavez’s conversations about some of her upcoming surgeries. And after Chavez’s termination, shop foreman Kirk 7 Chavez memorialized in hand-written notes the content of her November 24 discussion with Torchia. We quote those notes here verbatim. 17 Case: 14-14596 Date Filed: 01/14/2016 Page: 18 of 22 Nuhibian told Chavez, “i [sic] know for a fact you were run out of credit nation [sic].” Chavez has also offered evidence suggesting Credit Nation subjected her to heightened scrutiny after learning about her gender transition plans and was simply looking for a legitimate work-related reason to terminate her. President Torchia told Chavez in their November 24 meeting, “I know you [Chavez] are the best mechanic here and I have heard that from everyone.” And yet, even though Chavez was an excellent employee and had no prior disciplinary history, after disclosing her gender transition, Chavez soon found herself the subject of discipline. As evidence of heightened scrutiny, Chavez points to an email exchange between Vice President Weston and attorney John McManus on which President Torchia was carbon copied. After Chavez complained that she had been told she could no longer use a unisex customer bathroom that other female employees were permitted to use, Weston solicited advice from attorney McManus, who responded. McManus wrote, “I am concerned that no matter what you do, that Employee is going to come up with come [sic] complaint.” McManus suggested Credit Nation write up reports “indicating the issues about the restroom and how that was resolved,” adding, “[t]omorrow will bring more issues and I think this will get to a breaking point before very long. Just have the management focus on work and 18 Case: 14-14596 Date Filed: 01/14/2016 Page: 19 of 22 performance of required duties and the other issues should be written up one at a time.” Chavez argues that a reasonable inference in her favor is that Credit Nation solicited its attorney for advice on how to find a legitimate work-related reason to terminate Chavez. Chavez also points to a disciplinary write-up in mid-December that she alleges was gender-based. Several employees complained that Chavez was receiving special treatment in connection with her gender transition. After one of Chavez’s co-workers, Richard Randall, complained that Chavez was receiving “special treatment” from Vice President Weston because Chavez was permitted to attend medical appointments related to her gender transition, Chavez warned Randall to stop harassing her and that Chavez had Weston’s phone number. 8 Chavez was then written up as a result of this exchange. Chavez also emphasized how Credit Nation’s progressive disciplinary process was bypassed in her termination. Credit Nation’s “Progressive Discipline” policy, outlined in Rule 716 of its handbook, lays out a four-step procedure for employee discipline. It states: Disciplinary action may call for any of four steps – verbal warning, suspension with or without pay, or termination of employment – depending on the severity of the problem and the number of 8 While a Credit Nation employee reported that Chavez’s exact words to Richard Randall were, “I have Cindy’s Personal Cell Phone Number And No One Can Fuck With Me,” Chavez testified that she did not recall phrasing her words this way. We must view material disputes in the light most favorable to the non-moving party. 19 Case: 14-14596 Date Filed: 01/14/2016 Page: 20 of 22 occurrences. There may be circumstances when one or more steps are bypassed. While the handbook notes that “certain types of employee problems . . . are serious enough to justify . . . in extreme situations, termination of employment, without going through the usual progressive discipline steps,” the handbook nonetheless clarified that “[p]rogressive discipline means that, with respect to most disciplinary problems, these steps will normally be followed.” It adds that “[t]he major purpose of any disciplinary action is to correct the problem, prevent recurrence, and prepare the employee for satisfactory service in the future.” Credit Nation’s handbook also contains a “Disciplinary Procedures” policy, listed as Rule 717. This policy explains that “corrective or disciplinary measures . . . are not intended to inflict punishment, but rather to correct whatever problems may exist and/or make employees aware of the importance of abiding by [Credit Nation’s] policies, procedures and standards of conduct and behavior.” While this policy did list a number of employee behaviors that “may result in immediate discharge,” “sleeping while on the clock on company time”—the reason Credit Nation provided in Chavez’s termination notice—was not included in this list. While Credit Nation’s disciplinary policy gave it discretion in whether to follow each step progressively or to bypass “one or more steps” based on the circumstances, Chavez argues that her evidence at least creates the inference that Credit Nation deviated from the steps that were “normally to be followed.” None 20 Case: 14-14596 Date Filed: 01/14/2016 Page: 21 of 22 of the progressive steps was followed prior to her termination. Further, Credit Nation’s argument that there was a legitimate reason to terminate Chavez— sleeping on the clock—misunderstands the plaintiff’s burden under § 2000e-2(m). Again, Chavez need not show that the legitimate reason for her termination was pretextual, as she would under a McDonnell Douglas analysis. Rather, it is enough that she show that discriminatory animus existed and was at least “a motivating factor.” Considering all the evidence put forth by Chavez and Credit Nation together and viewing it in the light most favorable to Chavez, we conclude triable issues of fact exist as to (1) her employer’s discriminatory intent and (2) whether gender bias was “a motivating factor” in Credit Nation’s terminating her. 9 AFFIRMED IN PART, REVERSED IN PART. 10 9 Because the district court concluded that under § 2000e-2(m) Chavez failed to present sufficient evidence that her gender was “a motivating factor” in her termination, the district court’s opinion did not address the “same-decision” issue under § 2000e-5(g)(2). One sentence of Credit Nation’s appellate brief summarily asserts that “Chavez has presented no evidence that suggests the decision to fire her because of her sleeping on the clock would have been different if she were not transgender.” We decline to address that issue raised on appeal in such a conclusory fashion. 10 Credit Nation’s motion requesting sanctions against Chavez is DENIED. 21 Case: 14-14596 Date Filed: 01/14/2016 Page: 22 of 22