Opinion ID: 2426466
Heading Depth: 2
Heading Rank: 1

Heading: Bergerson's Employment with the Office of Mental Health

Text: The following background facts are derived from the evidence adduced on Bergerson's behalf and are not contested on appeal. Bergerson was hired by the CNYPC as a probationary security hospital treatment assistant on September 10, 2004. From the very beginning of her employment, her coworkers made ongoing derogatory sexual comments about females in general and about Bergerson in particular. Many employees expressed the opinion that the CNYPC was not an appropriate place for females to work. Jokes, wise-cracks, and comments such as women should stay barefoot and pregnant were common. At least one poster was hung portraying Bergerson in a lewd manner. Computer screen savers inferring lewd conduct were also displayed on several occasions in work areas to which Bergerson was exposed. Sexual comments were made about Bergerson, who is Caucasian, her alleged promiscuity, and her alleged attraction to African-American men. One African-American coworker was told that he should hook up with Bergerson because she did the bros. Coworkers made comments about the type of undergarments that Bergerson wore. Rumors were spread about her dating and sex life, and she was blamed for the breakup of a coworker's marriage. It was also rumored that Bergerson was having sex with facility doctors in exchange for money. Racial comments were also directed toward her, such as once you go black you don't go back, and rumors were spread that she was dating an African-American supervisor, Keith Richardson, although they were apparently just friends for most of Bergerson's employment. [2] Bergerson made multiple unsuccessful complaints about her workplace environment to her supervisors. In one instance, a female supervisor responded to Bergerson's complaints by telling her that it was a man's environment and that she should just deal with it. At one point, Bergerson took advantage of counseling through CNYPC's Employee Assistance Program. Because Bergerson was hired as a probationary employee, the terms of her employment imposed a 52-week probationary period. [3] During the probationary period, a probationary employee is reviewed periodically and is evaluated in nine work-performance categories, if applicable: Quality of Work; Work Habits, Work Interest; Resourcefulness; Relationship with People; Reaction to Supervisor; Attendance; Analytical and Problem Solving Abilities; Written and Oral Presentation; and Ability to Supervise. Each evaluation results either in termination or in continuation of the employee's probationary period. Bergerson's performance was evaluated on five occasions. Bergerson's first evaluation, in December 2004, reflected an average rating for all categories except Relationship with People. The evaluator's comment in rating her below average in that category indicated that she needed to work on acceptance by her peers. Bergerson's second evaluation took place on March 14, 2005. She was rated average in four categories. However, she was rated below average in the Relationship with People category and unacceptable in the Quality of Work, Work Habits, Work Interest, and Attendance categories. There were comments written in the additional information section indicating that Bergerson should have more knowledge of policy and procedure, follow protocol, be able to keep track of her keys, and know the census and the whereabouts of her patients at all times. It was recommended that probation be continued. Bergerson's third evaluation, on June 12, 2005, reflected an average rating in all categories. It was again recommended that her probation should continue. Her evaluator made an oral comment, however, that it was not in Bergerson's best interest to continue her alleged relationship with Richardson. Bergerson's fourth evaluation was completed on September 3, 2005. She was rated average in five categories, below average in the Relationship with People and Reaction to Supervisor categories, and unacceptable in Attendance. While her direct supervisor acknowledged that Bergerson did not have any unscheduled absences and was always on time, the supervisor nonetheless noted that he was unable to give a proper evaluation of Bergerson's performance because she did so many mutuals/swaps that she rarely worked her scheduled time and shift. [4] In order for the supervisor to evaluate Bergerson properly in the future, she was thereafter restricted from doing mutuals. On September 12, 2005, the CNYPC extended Bergerson's probationary period an additional six months and provided her with written notice of the extension. Bergerson's fifth and final evaluation was completed on January 18, 2006, approximately two months before the end of her extended probationary period. The evaluator ranked Bergerson average in Written and Oral Presentation and below average in Quality of Work, Work Habits, Work Interest, Attendance, and Analytical and Problem Solving Abilities. She was ranked unacceptable in Resourcefulness, Relationship with People, and Reaction to Supervisor. There were no additional comments. Following her final evaluation, on January 24, 2006, CNYPC notified Bergerson that her employment would be terminated effective January 31, 2006, and that she would be on administrative leave until that date. As a result, she requested an interview with her supervisor, which was granted and thereafter took place on January 31, 2006. On February 9, 2006, Bergerson was informed by letter that no new information had surfaced at the interview that would overturn the termination decision.