Opinion ID: 557788
Heading Depth: 2
Heading Rank: 2

Heading: The Existence of Triable Issues of Fact

Text: 20 The defendants' argument in support of summary judgment is predicated on the undisputed fact that Rosen received a failing grade on his driving test. Because Rosen failed the driving test, the defendants claim that he was not qualified to serve as a DEA Special Agent and, therefore, cannot establish a prima facie case of employment discrimination. See, e.g., Mason v. Pierce, 774 F.2d 825, 828-29 (7th Cir.1985); Trotter v. Todd, 719 F.2d 346, 347-48 (10th Cir.1983). The district court agreed with this analysis, assuming that Rosen had disputed neither the legitimacy of the driving requirement nor his failing grade on the test. Accordingly, the court held that no material issues of fact existed for trial. 21 The court's analysis, however, misconstrued the nature of Rosen's claims and failed to properly consider whether a triable issue of fact had been presented. In actuality, Rosen's contention is that his driving skills were never properly evaluated and that he was not afforded a fair opportunity to satisfy the DEA's driving proficiency requirement. Thus, the legitimacy of the driving requirement and the fact that Rosen was given a failing grade on the driving test were not disputed. Rather, the central question was whether anti-Jewish animus affected the driving requirement as applied to Rosen. In other words, was Rosen properly tested to determine the adequacy of his driving skills and, if so, was he provided with the same opportunity to satisfy the driving requirement as other Special Agent trainees who initially failed the test? 22 The defendants claim that Rosen was given two chances to demonstrate the adequacy of his driving skills and that he failed in both instances. Despite this claim, Rosen has specifically alleged that, during the March 14 practical driving session, he was almost driven off the track by Billie Everett. Moreover, Rosen contends that Everett then entered his car and provided driving instructions with which compliance was impossible. According to Rosen, it was this interference that caused his difficulties. With respect to the June 3 driving test, Rosen asserts that Everett merely directed him to drive once around the course; after Rosen completed the lap he was excused. In effect, Rosen believes that the test was a sham. 23 A variety of circumstantial evidence supports Rosen's assertion that the defendants' evaluation of his driving skills was, at most, a perfunctory exercise. Although the defendants contend that on March 14 they realized that Rosen was an unusually poor driver, it was not until June 2--one day after Rosen demanded that action be taken in response to his complaints about anti-semitism--that he was informed that he needed remedial driving instruction. Similarly, while the defendants claim that as a result of the May 14 driving session Rosen was prohibited from driving government vehicles, Rosen indicates that he was never informed of this alleged prohibition and, consequently, continued to drive government vehicles throughout his stay at the FLETC. 24 Additionally, an affidavit submitted by Rosen's former New York State Absconder Search Unit partner attests to Rosen's competence as a driver. Although this affidavit is by no means dispositive of the issue of Rosen's ability to satisfy the DEA's driving requirement, it certainly raises doubts about the defendants' finding that Rosen needs to attend a course in driver education from AAA or any driving school for beginning drivers. Further, various documents produced by the defendants suggest that Rosen was the first Special Agent trainee ever dismissed solely as a consequence of poor driving skills. Those documents also indicate that other trainees who initially failed to satisfy the driving requirement were provided with substantially more remedial assistance than was afforded Rosen. 25 We also find unavailing the defendants' contention that Rosen cannot survive summary judgment because Everett did not know he was Jewish. We believe that a trier of fact might reasonably conclude that Rosen's religion was apparent from his surname as well as from the vocal anti-semitism engendered by his presence at the FLETC. There were also numerous occasions for McCurdy or Moren or some other DEA staff member to mention to Everett that Rosen was Jewish and had complained about anti-semitism. In fact, on June 3, both McCurdy and Moren were present and spoke with Everett while Rosen was taking his driving test. Furthermore, even if Everett was unaware of Rosen's religion, he was not the sole individual responsible for Rosen's dismissal. Indeed, the record provides ample evidence that a variety of DEA and FLETC staff members played a role in the ultimate decision. 26 To summarize, a factual dispute exists regarding whether Rosen was qualified for the position he sought. Since the defendants do not dispute that Rosen has satisfied the remaining conditions for establishing a prima facie case of employment discrimination, we believe that Rosen has produced sufficient evidence to survive the defendants' motion for summary judgment. 27 Of course, we intimate no view as to the ultimate outcome of this case. After a plenary trial--at which the credibility of witnesses can be assessed and the competing evidence can be weighed--the finder of fact will be in a better position to determine whether the defendants did or did not discriminate. However, at the summary judgment stage of these proceedings, the court's determination that there was no religious discrimination as a matter of law was improper.