Opinion ID: 2162170
Heading Depth: 2
Heading Rank: 2

Heading: sufficiency of the evidence

Text: Daka contends that its motion for judgment n.o.v. should have been granted. Because [a] judgment notwithstanding the verdict is proper only in `extreme' cases, Oxendine v. Merrell Dow Pharmaceuticals, Inc., 506 A.2d 1100, 1103 (D.C.1986), we review the denial of such a motion deferentially. Reversal is warranted only if `no reasonable person, viewing the evidence in the light most favorable to the prevailing party, could reach a verdict in favor of that party.' Arthur Young & Co. v. Sutherland, supra, 631 A.2d at 363 (citations omitted); accord, e.g., Clement v. Peoples Drug Store, Inc., 634 A.2d 425, 427 (D.C.1993) (citing cases). In this case Breiner had to prove that he was subjected to unwelcome harassment based on his age, and that this harassment was so severe or pervasive as to alter the conditions of his employment by creating a hostile or abusive working environment. We hold that the evidence was sufficient to meet this burden of proof.
Daka's strongest argument is that the evidence at trial showed that Breiner welcomed comments about his age. Unwelcome conduct is conduct which the employee did not solicit or invite and which the employee regarded as undesirable or offensive. Howard University v. Best, supra, 484 A.2d at 978. It is true, as Daka says, that much of the evidence on this issue was controverted. The record reveals that Breiner sometimes referred to himself in relatively mild agerelated terms such as old man or old school, but it is less clear who initiated these remarks. Breiner and Neff both testified that Sakell uttered disparaging remarks first; [20] Sakell and Leyseth testified to the contrary. What is obvious, however, is that even if Breiner did invite innocuous epithets such as old man or old school, the subsequent ridicule he received was much more egregious and offensive. It is also evident that Breiner sought to discourage this behavior by making it well known, especially to Mr. Sakell, that he found these insults inappropriate. On three separate occasions Breiner approached Sakell and told him his comments were against the law or illegal. But Sakell was undeterred by these complaints and, if anything, became more abusive toward Breiner. Not only did he insult Breiner in front of, and directly to, Breiner's subordinates, but he also condoned Reeves' improper conduct. Viewing the evidence in the light most favorable to Breiner, as we must, we conclude that there was sufficient evidence that the age-related comments were unwelcome, notwithstanding Daka's evidence to the contrary. On this point there was clearly an issue for the jury to resolve.
There is no dispute that the conduct of Sakell and others was based on Breiner's age. Daka maintains, however, that it was not sufficiently severe to warrant damages under the DCHRA. We find this argument wanting. Although the Harris and Best standards are not mathematically precise, Harris, supra, 510 U.S. at 22, 114 S.Ct. at 371, whether an environment is hostile or abusive can be determined by considering several factors, none of which in itself is dispositive. According to the Supreme Court, these may include: the frequency of the discriminatory conduct; its severity; whether it is physically threatening or humiliating, or a mere offensive utterance; and whether it unreasonably interferes with an employee's work performance. The effect on the employee's psychological well-being is, of course, relevant to determining whether the plaintiff actually found the environment abusive. But while psychological harm, like any other relevant factor, may be taken into account, no single factor is required. Id. at 23, 114 S.Ct. at 371. [21] Reduced to essentials, the test is not whether work has been impaired, but whether working conditions have been discriminatorily altered. Id. at 25, 114 S.Ct. at 372 (Scalia, J., concurring); accord, Oncale v. Sundowner Offshore Services, Inc., ___ U.S. ___, ___, 118 S.Ct. 998, 1001, 140 L.Ed.2d 201 (1998) (citing Harris ); Meritor, supra, 477 U.S. at 67, 106 S.Ct. at 2405. In this case the evidence was sufficient to show that they were. Breiner described a series of events which occurred with significant frequency. The repetitive age-based slurs directed toward him were sufficiently pervasive to alter Breiner's working conditions. They were demeaning from both an objective and a subjective point of view. Concededly, some of the remarks, such as old timer or old fogey, were rather innocuous. But other comments, especially those uttered by Sakell and Reeves, could reasonably be found to have been intentionally malicious. To question Breiner's sexual prowess and his ability to perform his job in front of both customers and subordinates was intolerable. The evidence also showed that Sakell's persistent ridicule seriously undermined Breiner's ability to manage the cafeteria staff. Junior employees, such as Reeves and McKenna, began to emulate Sakell, treating Breiner in a similarly abusive fashion. The combined effect of these insults was a serious decline in Breiner's morale and job performance. He testified that he felt inadequate and incompetent, and that the insults about his age started to bother, irritate and really hurt him. It was clear from Breiner's numerous protests to Sakell and Reeves that he did not appreciate or welcome their age-based harassment. Viewing the evidence in the light most favorable to Breiner, as we must, we hold that it was sufficient to go to the jury on the question of whether this harassment altered the conditions of Breiner's working environment. The Supreme Court held in Meritor that Title VII affords employees the right to work in an environment free from discriminatory intimidation, ridicule, and insult. 477 U.S. at 65, 106 S.Ct. at 2405 (citations omitted). We see no reason not to recognize this same right under the DCHRA. Indeed, this court has stated, in a DCHRA case, that an employee has the right to work in a decent environment and to earn a fair livelihood based on merit.... Arthur Young & Co. v. Sutherland, supra, 631 A.2d at 373. From the record before us, a jury could reasonably find that Breiner's workplace was permeated with the kind of intimidation, ridicule, and insult which Meritor forbids, and that it was sufficiently severe or pervasive `to alter the conditions of [his] employment and create an abusive working environment.' Meritor, 477 U.S. at 67, 106 S.Ct. at 2405 (citations omitted). We therefore hold that the trial court did not err in denying Daka's motion for judgment n.o.v.