Opinion ID: 787132
Heading Depth: 3
Heading Rank: 1

Heading: Standard of Review and Statute of Limitations

Text: 10 We review de novo a district court's dismissal under Rule 12(b)(6). Marks v. Newcourt Credit Group, Inc., 342 F.3d 444, 451 (6th Cir.2003). In deciding whether to grant a Rule 12(b)(6) motion, we `must construe the complaint in the light most favorable to the plaintiff, accept all factual allegations [of the plaintiff] as true, and determine whether the plaintiff undoubtedly can prove no set of facts in support of his claims that would entitle him to relief.' Id. at 451-52 (quoting Allard v. Weitzman (In re DeLorean Motor Co.), 991 F.2d 1236, 1240 (6th Cir.1993)). Moreover, a Rule 12(b)(6) motion should not be granted `unless it appears beyond doubt that the plaintiff can prove no set of facts in support of his claim which would entitle him to relief.' Id. at 425 (quoting Cameron v. Seitz, 38 F.3d 264, 270 (6th Cir.1994) (quotation omitted)). The Postmaster points out that he timely raised in his answer as an affirmative defense the expiration of the FMLA's two-year statute of limitations, but that the district court did not rule upon this issue in its opinion. The FMLA provides: 11
12 Except as provided in paragraph (2), an action may be brought under this section not later than 2 years after the date of the last event constituting the alleged violation for which the action is brought. 13
14 In the case of such action brought for a willful violation of section 2615 of this title, such action may be brought within 3 years of the date of the last event constituting the alleged violation for which such action is brought. 15 29 U.S.C. § 2617(c). The Postal Service terminated Ricco, allegedly in violation of the FMLA, on October 15, 1999, and Ricco filed her complaint approximately two and one-half years later. Therefore, Ricco's FMLA claim is time-barred unless she proves that the Postmaster's violation was willful. 16 Ricco, in both her initial complaint and her first amended complaint, averred that the Postmaster and the Postal Service acted negligently, willfully, and maliciously when they violated her rights under the FMLA. An employer commits a willful violation of the FMLA when it acts with knowledge that its conduct is prohibited by the FMLA or with reckless disregard of the FMLA's requirements; therefore, the determination of willfulness involves a factual question. See Trans World Airlines, Inc. v. Thurston, 469 U.S. 111, 125-130, 105 S.Ct. 613, 83 L.Ed.2d 523 (1985) (defining the standard for a willful violation of the Age Discrimination in Employment Act); Hillstrom v. Best Western TLC Hotel, 354 F.3d 27, 33 (1st Cir.2003); see also Williams v. Schuller Int'l, Inc., No. 00-3614, 2002 WL 193929, at  (6th Cir. Feb.5, 2002) (applying Thurston's standard of willfulness to claims brought under the FMLA). Because a plaintiff's factual allegations must be taken as true for purposes of deciding a Rule 12(b)(6) motion to dismiss, a plaintiff may withstand such a motion merely by having alleged that the FMLA violation was willful. See Caucci v. Prison Health Servs., Inc., 153 F.Supp.2d 605, 608-09 (E.D.Pa.2001).