Opinion ID: 403383
Heading Depth: 1
Heading Rank: 2

Heading: issues

Text: 17 The issues presented on appeal are as follows: 18 (1) whether the district court erred in concluding that Cotton Belt articulated a legitimate nondiscriminatory reason for Garner's dismissal because the company allegedly failed to clearly state this reason to Garner; 19 (2) whether the district court's finding that Cotton Belt established a legitimate and nondiscriminatory reason for the dismissal was clearly erroneous; 20 (3) whether the district court's rejection of Garner's evidence of disparate treatment was erroneous; and 21 (4) whether the district court's finding that Cotton Belt's asserted reason for dismissal was not pretextual was clearly erroneous.DISCUSSION 22
23 Because of their similarity, we combine our discussion of Garner's challenges to the district court's finding that Cotton Belt articulated a legitimate, nondiscriminatory reason for Garner's dismissal on the grounds that the finding was clearly erroneous and further that the company failed to clearly state the actual reason to Garner. 24 Superintendent Reddick testified and the district court found that the formal reason given for Garner's discharge was his violation of rule M801 of the agreement between the railroad and the maintenance-of-way employees. The rule states in part: 25 Employees will not be retained in the service who are careless of the safety of themselves or others, indifferent to duty, insubordinate, dishonest, immoral, quarrelsome or otherwise vicious, or who conduct themselves in a manner which would subject the railroad to criticism. 26 Garner claims that he did not commit or participate in the rape. He testified that on the evening of May 9, 1977, he was at a local cafe. He returned to the trailer park at approximately 1:00 a. m. on May 10 to drop off a friend. He then went back to the cafe and did not return to the trailer park until approximately 3:00 a. m. He argues that it was erroneous for the court to conclude that the railroad was justified in dismissing him for involvement in the rape because he did not commit or participate in it. 27 In addition, Garner testified that he requested reinstatement from Bristow but Bristow told Garner he would consider reinstatement only if the charges were proved to be absolutely false. He also claimed he was given various reasons for his dismissal including his role in the disturbance, the rape charge and the days he missed from work. 28 Garner argues that the district court's conclusion that Cotton Belt's reason for his dismissal was legitimate and nondiscriminatory was erroneous because he was given differing reasons for his dismissal. While he was told that the rape charge was the reason for his dismissal, Garner also points to statements by roadmaster Reddick that appellant's conduct reflected poorly on the company. Garner also claims he was told his dismissal was due to days missed from work after his arrest, the statements of the victims, and the failure of Garner to deny the allegations made against him. 29 The district court found that Garner, Cole and Colvin 30 caused a disturbance on company property sufficient to result in a complaint from a neighbor that required police intervention; their actions and the charges resulting from the disturbance necessitated an identification lineup of company employees on the job site; they were identified as having committed a rape on company property; and they were arrested on the work site. Such circumstances clearly form the basis for a legitimate, nondiscriminatory reason for discharging the plaintiffs. 31 The district court also found that any conflicting reasons that may have been given for the dismissal by Blasingame was due to his unfamiliarity with the case. The court was satisfied from the testimony of Blasingame and Reddick that Garner's participation in the disturbance was the reason for the dismissal. 5 32 The principles for allocating the burden of proof in section 1981 suits are the same as those employed in Title VII actions. Kenyatta v. Bookey Packing Co., 649 F.2d 552, 554 (8th Cir. 1981); Person v. J. S. Alberici Construction Co., 640 F.2d 916, 918 (8th Cir. 1981). 33 In Texas Department of Community Affairs v. Burdine, 450 U.S. 248, 252-56, 101 S.Ct. 1089, 1093-95, 67 L.Ed.2d 207 (1981), the Supreme Court held that in a Title VII suit, if a plaintiff establishes a prima facie case of discrimination, the burden falls upon the defendant to articulate some legitimate, nondiscriminatory reason for the employee's rejection. Id. at 253, 101 S.Ct. at 1093-94. If this burden is satisfied, the burden shifts to the plaintiff to prove the reason was pretextual. Id. See McDonnell Douglas Corp. v. Green, 411 U.S. 792, 801-06, 93 S.Ct. 1817, 1823-26, 36 L.Ed.2d 668 (1973). 34 The district court did not err in finding that Cotton Belt's asserted reason for Garner's dismissal was legitimate and nondiscriminatory. After careful review of the record, exhibits and the district court's findings, we are satisfied this conclusion is well-founded. 6
35 Garner submitted evidence of white employees who had been arrested but who were not dismissed by Cotton Belt. Cotton Belt argued that these cases were distinguishable from Garner for two reasons. First, none of these individuals were in the same union as Garner and the procedures to dismiss such employees under their respective collective bargaining agreements were different from the railroad's power to dismiss members of Garner's union. Second, the incidents either did not involve crimes on company property or tarnish the public image of the company. Cotton Belt submitted testimony that towns had expressed reluctance to allow the railroad to place its temporary trailer parks in their communities. The company was, therefore, justified in desiring to keep the parks peaceful. The district court found: 36 The company has no specific written rule applicable to discipline of employees who are charged with felonies. Discipline differs from department to department depending upon the interpretation of the person who is in charge of the department. Generally, an employee is disciplined if the department head learns that an employee is charged with a crime and the crime involves the company or the company is significantly mentioned in publicity associated with the charge. 37 It is not necessary to review the details of each instance cited by plaintiffs of preferential treatment allegedly accorded white employees of defendant who were charged with felonies. The Court is convinced the circumstances surrounding each incident are not sufficiently comparable to permit any reasonable inference of disparate treatment. 38 After a careful review of the record, exhibits and the district court's findings, we hold the district court's conclusion was not clearly erroneous. The circumstances surrounding the other incidents were distinguishable and did not create a pattern of disparate treatment.
39 Under the Burdine test, even if a defendant provides a legitimate, nondiscriminatory reason for an employee's dismissal, the plaintiff can rebut this testimony by proving the reason was pretextual. Texas Department of Community Affairs v. Burdine, supra, 450 U.S. at 252-56, 101 S.Ct. at 1093-95; see McDonnell Douglas Corp. v. Green, supra, 411 U.S. at 801-06, 93 S.Ct. at 1801-26; Kenyatta v. Bookey Packing Co., supra, 649 F.2d at 554; Person v. J. S. Alberici Construction Co., supra, 640 F.2d at 918. 40 Garner argues that he satisfied this burden of proving pretext through the introduction of evidence of the company's failure to reinstate him, the failure of the company to dismiss any whites as a result of the incident, and the reliance of Cotton Belt on the statements of the victims. 41 The district court concluded, defendant's asserted reasons for discharge are not 'pretextual'. Race was not a factor in the decision to discharge plaintiffs. 42 We note that the three persons arrested were the three dismissed. Cotton Belt had a legitimate interest in preventing disturbances in its trailer camps and in protecting the image of the company. The failure to dismiss any whites or the company's refusal to reinstate Garner was justified in light of his role in the disturbance and the company's interest in avoiding public intolerance of the trailer parks. Garner has failed to provide convincing evidence that these interests were not served or that they are not legitimate concerns of the company. 43 Clearly, Cotton Belt sustained its burden of producing evidence of a legitimate and nondiscriminatory reason for the dismissal. After a careful review of all the evidence and the district court's findings, we conclude Garner did not sustain his burden in proving pretext.