Opinion ID: 788379
Heading Depth: 3
Heading Rank: 1

Heading: Discrimination under Title VII and the Ohio Revised Code

Text: 18 Because federal case law governing Title VII actions is generally applicable to discrimination claims under Ohio law, we analyze Singfield's race discrimination claim in terms of federal law. See Little Forest Med. Ctr. v. Ohio Civil Rights Comm'n, 61 Ohio St.3d 607, 575 N.E.2d 1164 (1991) (`reliable, probative, and substantial evidence' in an employment discrimination case brought pursuant to [Ohio Revised Code] Chapter 4112 means evidence sufficient to support a finding of discrimination under Title VII) (quoting Plumbers & Steamfitters Joint Apprenticeship Comm. v. Ohio Civil Rights Comm'n, 66 Ohio St.2d 192, 421 N.E.2d 128 (1981)). Title VII makes it unlawful for an employer to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment because of such individual's race, color, religion, sex, or national origin. 42 U.S.C. §§ 2000e-2(a)(1)(1994). Singfield may establish a prima facie case under Title VII for racial discrimination by introducing direct evidence of discrimination or by using the McDonnell-Douglas burden-shifting paradigm. Kline v. Tenn. Valley Auth., 128 F.3d 337, 348 (6th Cir.1997) (citing Talley v. Bravo Pitino Rest., L.T.D., 61 F.3d 1241, 1248 (6th Cir.1995)). Singfield fails under both standards. 19 As direct evidence of discrimination, Singfield asserts that he received the dirtiest and hardest assignments while white employees were allowed to lounge, play cards[,] and read the newspaper. He also asserts that he was forced to drive a lawn mower, instead of a truck, ... unlike white employees, but he provides no proof to support these allegations and his articulations do not suffice. See Texas Dep't of Cmty. Affairs v. Burdine, 450 U.S. 248, 255 n. 9, 101 S.Ct. 1089, 67 L.Ed.2d 207 (1981) ([a]n articulation not admitted into evidence will not suffice. Thus, the defendant cannot meet its burden merely ... by argument of counsel). Singfield also argues that Reinhart made racially derogatory remarks to him. He says that while he was driving a tractor, Reinhart called out, Now all you need is to turn the lights on and wear a straw hat. Such teasing does not rise to the level of a constitutional violation. The Supreme Court has held that simple teasing or offhand comments, and isolated incidents do not amount to direct evidence of discrimination under Title VII. Faragher v. City of Boca Raton, 524 U.S. 775, 788, 118 S.Ct. 2275, 141 L.Ed.2d 662 (1988), accord Hafford v. Seidner, 183 F.3d 506, 512-16 (6th Cir.1999). The district court properly found that these complaints, even if true, do not amount to direct evidence of racial discrimination. 20 The McDonnell-Douglas paradigm requires Singfield to show inferential and circumstantial evidence from which a jury could draw an inference of discrimination. Kline, 128 F.3d at 348. In doing so, Singfield must show the following: (1) that he is a member of a protected group; (2) that he was subject to an adverse employment action; (3) that he was qualified for the position from which he was fired; and (4) that he was treated differently than employees outside of the protected class for the same or similar conduct. Talley, 61 F.3d at 1246 (citing Mitchell v. Toledo Hosp., 964 F.2d 577, 582 (6th Cir.1992)). 21 Singfield, without dispute, satisfies the first three elements. The fourth element is more difficult, and may be satisfied by showing that similarly situated non-protected employees were treated more favorably. Mitchell, 964 F.2d at 582-83. Singfield argues that the Housing Authority disciplined him more severely than other employees who violated the key policy or exhibited threatening or violent behavior. Other employees who violated the key policy include: John Stock, a white janitor who was suspended for three days for duplicating one master key, which accessed an area in which Stock worked, without authorization; and Virgil Arnes, a white maintenance worker who was given a written reprimand ten years prior to the events leading to this case for leaving a master key in his assigned vehicle overnight. Other employees who exhibited threatening or violent behavior include: Tom Spurlock, who allegedly threw a toilet seat at Reinhart and received no discipline; Ronald Feinman and Dan Caporuscio, who allegedly engaged in a fist-fight at work that was witnessed by a supervisor but did not subject either man to discipline; and John Herrick, an employee who allegedly made physical threats to his supervisor during a holiday party thirteen years prior to the events leading to this case. Of the examples that Singfield cites, the district court found that no employee was similarly situated to Singfield because in each example the employee worked in a different job, had a different supervisor, and committed less significant offenses or no documented offense at all. 22 As this Court first explained in Mitchell, [i]t is fundamental that to make a comparison of a discrimination plaintiff's treatment to that of non-minority employees, the plaintiff must show that the `comparables' are similarly situated in all respects.  964 F.2d at 583 (emphasis in original). We further stated, in Ercegovich v. Goodyear Tire and Rubber Co., 154 F.3d 344, 352 (6th Cir.1998), that [t]he plaintiff need not demonstrate an exact correlation with the employee receiving more favorable treatment in order for the two to be considered `similarly-situated;' rather ... the plaintiff and the employee with whom the plaintiff seeks to compare himself or herself must be similar in `all of the relevant aspects.' In Perry v. McGinnis, 209 F.3d 597, 601 (6th Cir.2000), we reasserted that in applying [this] standard courts should not demand exact correlation, but should instead seek relevant similarity. Applying the principles set forth in Mitchell, Ercegovich , and Perry, we conclude that, although the co-workers to which Singfield compares himself may have similarities in some respects, none was similar in the way that is fundamental to this case: no employee violated the key policy and engaged in threatening or violent behavior. Because none of the employees cited allegedly engaged in the range of activities for which Singfield was disciplined, no employee is similarly situated. 23 By failing to satisfy the fourth element, Singfield fails to establish a prima facie case of discrimination under Title VII. Therefore, the district court properly dismissed the claim.