Opinion ID: 178296
Heading Depth: 2
Heading Rank: 3

Heading: Low Performance Rating/Performance Improvement Plan

Text: Vega next contends that his level two 2006 performance rating, which resulted in his being placed on a PIP, was given in violation of USERRA. USERRA prohibits an employer from improperly denying any benefit of employment. 38 U.S.C. § 4311(a). A benefit of employment is defined to include any advantage ... that accrues by reason of an employment contract or agreement or an employer policy, plan, or practice. 38 U.S.C. § 4303(2). Here Wyeth's employee relations director put forth affidavit evidence that employees who received a low performance rating, and were consequently placed on a PIP, were not eligible to apply to other internal positions until the PIP was completed. Further, the PIP itself stated that such employees were subject to disciplinary action and termination for failure to complete the PIP. Construing USERRA's definition of benefit of employment broadly, we find that the ability to seek additional employment within the company, and the freedom from the threat of discipline or termination based on failure to complete the PIP, do constitute advantage[s]. Id. Thus, Vega has raised an actionable claim with respect to this issue. However, Vega must also make the requisite showing under USERRA that his military status was a motivating factor in Wyeth's decision to award the low performance rating. See 38 U.S.C. § 4311(c)(1). In support of his claim, Vega contends that: (1) he was never subject to any disciplinary action before receiving the low rating; (2) his rating was higher the previous year; and (3) he had recently informed his supervisor, Gilberto Inserni (Inserni), who issued the rating, about his military leave. Thus, Vega avers his military service was a motivating factor in the issuance of the low rating. We find these arguments unpersuasive. First, Vega has presented no evidence that a disciplinary action must precede a low performance rating. Nor has he demonstrated that employee ratings cannot change from year to year as reflective of a change in that employee's work performance. Finally, though the proximity in time between Vega informing Inserni of his leave and his receipt of the low rating is a factor for consideration, it alone is not sufficient. See Velázquez-García, 473 F.3d at 19 (finding that proximity in time between military service and an adverse action is not an exclusive test). Assuming arguendo that temporal proximity is sufficient to satisfy Vega's burden, Wyeth put forth evidence that it would have given Vega a low rating and implemented a PIP regardless of his military membership. In particular, the PIP itself documented Vega's various employee performance issues, including his argumentative behavior, failure to address equipment reliability issues, and failure to timely address assignments. Vega did not specifically rebut these findings, but generally disagreed with his review and believed himself an excellent employee. Moreover, responding to Vega's allegations of discriminatory treatment and request for an investigation into his low rating, Wyeth's human resources director and associate director each conducted an investigation, which included multiple meetings with Vega and the gathering of information. Wyeth concluded that the rating should stand and that it was not the result of discriminatory acts. Other than proximity in time, Vega has not come forth with any evidence that his military status was a motivating factor in Wyeth awarding him the low performance rating and implementing the PIP. See 38 U.S.C. § 4311(c)(1). Furthermore, Wyeth has sufficiently established that it would have taken such action regardless of Vega's military membership. Id. In light of the above, Wyeth is entitled to summary judgment on this claim.