Court Opinion

ID: 9890040
Source: CourtListenerOpinion
Date Created: 2023-10-12 00:00:31.835887+00
Date Added: 2024-06-11T12:50:24.413442
License: Public Domain

Case: 22-30704         Document: 00516927486             Page: 1      Date Filed: 10/11/2023

              United States Court of Appeals
                   for the Fifth Circuit
                                                                                 United States Court of Appeals
                                                                                          Fifth Circuit

                                      ____________                                      FILED
                                                                                  October 11, 2023
                                       No. 22-30704                                   Lyle W. Cayce
                                      ____________                                         Clerk

   Angela Melancon,

                                                                     Plaintiff—Appellant,

                                             versus

   Lafayette General Medical Center, Incorporated, doing
   business as Ochsner Lafayette General Medical Center,

                                                Defendant—Appellee.
                      ______________________________

                      Appeal from the United States District Court
                         for the Western District of Louisiana
                               USDC No. 6:21-CV-3752
                      ______________________________

   Before Haynes, Engelhardt, Circuit Judges, and deGravelles,
   District Judge. *
   Per Curiam: *
          Plaintiff-Appellant Angela Melancon appeals the district court’s dis-
   missal of her amended complaint for failure to state a claim under Rule
   12(b)(6). For the reasons that follow, we AFFIRM.

          _____________________
          *
             United States District Judge for the Middle District of Louisiana, sitting by
   designation.
          *
              This opinion is not designated for publication. See 5th Cir. R. 47.5.
Case: 22-30704       Document: 00516927486           Page: 2      Date Filed: 10/11/2023

                                      No. 22-30704

                    I. FACTUAL AND PROCEDURAL HISTORY 1
          Angela Melancon began working at Lafayette General Medical Center
   (LGMC) as a security officer in 1992. Throughout her employment she
   steadily progressed in title and responsibility. By 2015, she served as a Secu-
   rity Operations Manager and was tasked with managing the security at five
   health care facilities and supervising and directing the activities of 45 security
   officers. Melancon received only positive job performance evaluations and
   consistently qualified for all available annual bonuses.
          On March 4, 2021, Melancon met with an employee that she
   supervised, Lydia Bernard, to discuss various techniques to properly address
   an employee whose job performance is substandard. In response to
   Melancon’s “coaching” efforts, Bernard, who is African American,
   aggressively moved into Melancon’s personal space and responded by saying
   “Yessa massa, yessa massa! I will do whatever you tell me too [sic].”
   Melancon, who is white, reported Bernard to LGMC’s Human Resource
   Department (HR), informing the HR representative that Bernard humiliated
   her when Bernard invaded her personal space and spoke to her as if she were
   a “slave owner.” Bernard was initially to receive only a written reprimand
   for her behavior. When Melancon was told this, she “expressed her
   disappointment” to HR and, “[a]s a result of [her] continued effort to
   eliminate racial harassment in the workplace,” Bernard eventually received
   a three-day suspension.
          Thereafter, according to Melancon, “instead of applauding [her] for
   her efforts to end discriminatory mistreatment and/or harassment in the
   workplace, [LGMC] . . . subject[ed] her to workplace harassment and

          _____________________
          1
             The facts come from the amended complaint, which we must take as true given
   that our review is of a Rule 12(b)(6) dismissal.

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                                    No. 22-30704

   threatened termination.” Specifically, Melancon claims that her immediate
   supervisor, Donald Simon, and several of Melancon’s staff, with Simon’s
   approval, began openly harassing Melancon and complaining about her job
   performance. Simon and members of LGMC’s security staff began regularly
   and routinely accusing Melancon of the following: unfair treatment of staff;
   bullying and workplace harassment; belittling members of the security staff
   regarding their body size and sexual preference; threatening staff with
   termination; causing workplace conflict; leaking confidential information;
   and engaging in retaliatory type conduct if directives were questioned by
   members of the security staff. On July 8, 2021, Simon issued Melancon a
   written reprimand accusing her of failing to “demonstrate several elements
   of [LGMC’s] standards of behavior[,] which include supportiveness,
   etiquette, respect, and communication” in her response to a LGMC
   employee’s report of being ill. This drove Melancon to obtain medical
   treatment and take a medical leave of absence from her employment so “she
   could handle the emotional stress that was intentionally inflicted upon her.”
          On October 25, 2021, Melancon filed a lawsuit against LGMC,
   asserting federal retaliation claims under Title VII of the Civil Rights Act of
   1964, 42 U.S.C. § 2000e et seq., and 42 U.S.C. § 1981, as well as state law tort
   claims for intentional and negligent infliction of emotional distress. LGMC
   moved to dismiss under Rule 12(b)(6), but the motion was mooted by the
   district court’s allowing Melancon to file, at her request, an amended
   complaint. Addressing LGMC’s second Rule 12(b)(6) motion, the district
   court, adopting the magistrate judge’s report and recommendation,
   dismissed Melancon’s claims with prejudice. This appeal followed.
                            II. STANDARD OF REVIEW
          An appellate court conducts a de novo review of a district court’s
   dismissal of a complaint under Federal Rule of Civil Procedure 12(b)(6).

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   Clyce v. Butler, 876 F.3d 145, 148 (5th Cir. 2017) (citing Taylor v. City of
   Shreveport, 798 F.3d 276, 279 (5th Cir. 2015)). Dismissal under Rule 12(b)(6)
   is warranted if the complaint does not contain sufficient factual matter,
   accepted as true, to “‘state a claim to relief that is plausible on its face.’”
   Ashcroft v. Iqbal, 556 U.S. 662, 678 (2009) (quoting Bell Atl. Corp. v. Twombly,
   550 U.S. 544, 570 (2007)). Where the well-pleaded facts of a complaint “do
   not permit a court to infer more than the mere possibility of misconduct, the
   complaint has alleged—but it has not ‘show[n]’—‘that the pleader is entitled
   to relief.’” Iqbal, 556 U.S. at 679 (quoting Fed. R. Civ. P. 8(a)(2)).
   Accordingly, a complaint’s allegations “must make relief plausible, not
   merely conceivable, when taken as true.” United States ex re. Grubbs v.
   Kanneganti, 565 F.3d 180, 186 (5th Cir. 2009); see also Twombly, 550 U.S. at
   555 (“Factual allegations must be enough to raise a right to relief above the
   speculation level . . . on the assumption that all the allegations in the
   complaint are true (even if doubtful in fact).”) (citation omitted).
                                 III. DISCUSSION
          This appeal centers around whether the allegations set forth in the
   amended complaint regarding Melancon’s federal retaliation and state law
   claims are sufficiently pleaded. Retaliation claims arising under Title VII and
   § 1981 are governed by the same “legal framework.” Willis v. Cleco Corp.,
   749 F.3d 314, 317 (5th Cir. 2014) (citing DeCorte v. Jordan, 497 F.3d 433, 437
   (5th Cir. 2007)). To state a Title VII retaliation claim, a plaintiff must allege
   that (1) the employee participated in an activity protected by Title VII; (2)
   the employer took an adverse employment action against the employee; and
   (3) a causal connection exists between the protected activity and the adverse
   employment action. Lindsley v. TRT Holdings, Inc., 984 F.3d 460, 469 (5th
   Cir. 2021) (citation omitted). As clarified by the Supreme Court, an “adverse
   employment action” for purposes of retaliation claims, as opposed to
   discrimination claims, is a “materially adverse action.” Burlington N. &

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                                          No. 22-30704

   Santa Fe Ry. Co. v. White, 548 U.S. 53, 68 (2006) (citation omitted). 2 That
   is, the seriousness of the harm or injury produced by the challenged action
   must be such that it “might have dissuaded a reasonable worker from
   [engaging in protected activity].” Id. (citation and internal quotation
   omitted). The Supreme Court chose the term “material adversity” because
   of the importance of “separat[ing] significant from trivial harms.” Id.
   “Reasonable worker” reflects that an objective standard applies, so as to
   avoid “the uncertainties and unfair discrepancies that can plague a judicial
   effort to determine a plaintiff’s unusual subjective feelings.” Id. at 68-69.
   And the standard is phrased in “general terms because the significance of any
   given act of retaliation will often depend upon the particular circumstances.
   Context matters.” Id. at 69. 3
           Melancon maintains that the district court erred by failing to accept
   her facts as true and view her allegations “in a light most favorable to the
   plaintiff,” as it is required to do in evaluating motions seeking dismissal
   under Rule 12(b)(6). We disagree. Federal law requires that an employer’s
   action “might have dissuaded a reasonable worker from [engaging in

           _____________________
           2
             Although this circuit’s cases continue to utilize the phrase “adverse employment
   action,” it is important to note that, per Burlington, “materially adverse actions” for
   purposes of retaliation claims are not limited to employer actions and harm that impact
   employment and the condition of the workplace. 548 U.S. at 63. This is because Title VII’s
   antiretaliation provision seeks to secure a nondiscriminatory workplace “by preventing an
   employer from interfering (through retaliation) with an employee's efforts to secure or
   advance enforcement of the [Title VII’s] basic guarantees.” Id. And, of course, “[a]n
   employer can effectively retaliate against an employee by taking actions not directly related
   to his employment or by causing him harm outside the workplace.” Id. (citations omitted).
           3
               For example, “[a] supervisor’s refusal to invite an employee to lunch is normally
   trivial, a nonactionable petty slight. But to retaliate by excluding an employee from a weekly
   training lunch that contributes significantly to the employee’s professional advancement
   might well deter a reasonable employee from complaining about discrimination.”
   Burlington, 548 U.S. at 69 (citing 2 EEOC 1998 Manual § 8, p. 8–14).

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                                      No. 22-30704

   protected activity]” to constitute a “materially adverse action” necessary for
   an actionable retaliation claim, and the July 2021 written reprimand, standing
   alone, fails to satisfy this standard. See Burlington, 548 U.S. at 68. Specifically,
   the document purports, on its face, to respond to Melancon’s handling of a
   matter involving an LGMC employee who had reported being ill, not
   Melancon’s March 2021 report of Bernard’s conduct to HR. Although the
   July 2021 reprimand states that “[a]ny future infractions may result in
   further disciplinary action up to and/or including termination of
   employment,” Melancon has not alleged that the report itself gave rise to
   negative employment consequences. See, e.g., Thibodeaux-Woody v. Houston
   Comm. College, 593 F. App’x 280, 286 (5th Cir. 2014) (citing Hernandez v.
   Johnson, 514 F. App’x 492, 499 (5th Cir. 2013)) (holding that an
   inconsequential reprimand, without more, does not constitute an adverse
   employment action); DeHart v. Baker Hughes Oilfield Operations, Inc., 214 F.
   App’x 437, 442 (5th Cir. 2007) (a single written warning, without evidence
   of consequences, is insufficient under Burlington Northern).
          Although Melancon argues that her claims are premised on a series of
   events, not just the July 2021 written reprimand, her assertions that her
   colleagues made various accusations against her do not sufficiently fill in the
   gaps. For starters, Melancon does not allege that the accusations are untrue,
   exaggerated, or taken out of context. And, whether true or not, the allegations
   hardly constitute “well-pleaded facts.” See Iqbal, 556 U.S. at 679. To the
   contrary, they are entirely conclusory, lacking even basic, but important,
   contextual information necessary to permit the court to infer more than mere
   possibility of misconduct. See, e.g., Holloway v. Dep’t of Veterans Affairs, 309
   F. App’x 816, 819 (5th Cir. 2009) (a supervisor’s criticisms made to co-
   workers about the plaintiff-employee militates against a finding of “material
   adversity”); King v. Louisiana, 294 F. App’x 77, 84-85 (5th Cir. 2008)
   (“allegations of unpleasant work meetings, verbal reprimands, improper

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                                     No. 22-30704

   work requests, and unfair treatment do not constitute actionable adverse
   employment actions”); Grice v. FMC Tech., Inc., 216 F. App’x 401, 407 (5th
   Cir. 2007) (alleged retaliatory incidents were either unsupported by the
   record or so “trivial” that they did not appear to be the sort of actions to
   dissuade a reasonable employee).
          Though Melancon maintains that the district court required more
   factual specificity than is appropriate without the benefit of discovery, she
   offers no support for this assertion. In light of the nature of her allegations,
   she seemingly was already aware of much of the factual support for her claims
   and thus easily could have pleaded it. The district court likewise properly
   concluded that Melancon’s allegations do not sufficiently allege the required
   causal connection between her protected activity (reporting Bernard’s racial
   misconduct) and the written reprimand and other accusations of
   wrongdoing, given the approximately four months between the March 2021
   report to HR and the July 2021 reprimand, and the lack of clarity regarding
   the chronology and other basic details of the other alleged events. See, e.g.,
   Flanner v. Chase Inv. Servs. Corp., 600 F. App’x 914, 921, 921 n.30 (5th Cir.
   2015) (collecting cases) (temporal proximity must be “very close” to show
   causation).
          Her state law claims do not fare better. To recover for intentional
   infliction of emotional distress, Melancon would have to establish that, inter
   alia, LGMC’s conduct was “so outrageous in character, and so extreme in
   degree, as to go beyond all possible bounds of decency . . . .” White v.
   Monsanto Co., 585 So. 2d 1205, 1209 (La. 1991). Melancon’s allegations are
   insufficient to reach the level of egregiousness required for an intentional
   infliction of emotional distress claim. Insofar as Melancon purports to assert
   a claim for negligent infliction of emotional distress, her claim likewise fails.
   Louisiana law does not recognize an independent tort of negligent infliction
   of emotional distress except in limited circumstances, see Doe v. Smith, 2005-

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                                    No. 22-30704

   0653, p.3 (La. App. 4 Cir. 7/13/05), 913 So. 2d 140, 142 (citing Moresi v. State
   through Dep’t of Wildlife & Fisheries, 567 So. 2d 1081, 1096 (La. 1990)), and
   Melancon’s allegations do not allege the existence of those circumstances.
            The record reflects that Melancon only requested to amend her
   complaint once; no other request was made, and Melancon did not argue on
   appeal that the district court abused its discretion in denying another request.
   We thus agree with the district court’s dismissal with prejudice of
   Melancon’s federal retaliation and state law tort claims.
                                IV. CONCLUSION
            For the foregoing reasons, we AFFIRM the judgment of the district
   court.

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