Opinions of the United
2006 Decisions States Court of Appeals
for the Third Circuit
3-7-2006
Leyva v. Computer Science
Precedential or Non-Precedential: Non-Precedential
Docket No. 05-1622
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NOT PRECEDENTIAL
UNITED STATES COURT OF APPEALS FOR THE THIRD CIRCUIT
No. 05-1622
MAUREEN E. LEYVA,
Appellant
v.
COMPUTER SCIENCES CORPORATION,
a Nevada corporation
On Appeal from the United States District Court
for the District of Delaware
(D.C. No. 04-cv-00002)
District Judge: Honorable Kent Jordan
Submitted Under Third Circuit LAR 34.1(a)
February 28, 2006
Before: SLOVITER, FUENTES, Circuit Judges, and BRODY,* District Judge
(Filed: March 7, 2006)
OPINION
*
Hon. Anita B. Brody, United States District Court for
the Eastern District of Pennsylvania, sitting by designation.
SLOVITER, Circuit Judge
Appellant Maureen Leyva alleges that her former employer, Computer Sciences
Corporation (“CSC” or “the Company”), violated her rights under the Age Discrimination
in Employment Act, 29 U.S.C. § 621, et seq. (“ADEA”), and breached the implied
covenant of good faith and fair dealing.1 The District Court granted CSC’s Motion for
Summary Judgment with respect to both of these claims. Leyva timely appealed.
I.
Leyva worked for CSC as a Developer from August 4, 1997 to June 19, 2002; she
was an at-will employee. Leyva’s performance reviews throughout her employment
period were generally positive, but she had a history of strained relations with supervisors
and co-workers.
By the Spring of 2002, the project to which Leyva was assigned as an “Application
Architect”(the “GTS project” 2) began moving from its “development” phase to its
1
Leyva’s two other allegations have been dismissed and
are not at issue in the present appeal. On March 4, 2004, the
District Court granted CSC’s Motion to Dismiss Leyva’s claim
of retaliatory discharge in violation of the ADEA. The parties
stipulated on October 25, 2004 that Leyva’s claim of
constructive discharge in violation of the ADEA was dismissed
with prejudice.
Leyva has abandoned her state law claim that CSC
breached the covenant of good faith and fair dealing by failing
“to identify or argue [the] issue in h[er] opening brief;” such
failure “constitutes waiver of that issue on appeal.” United
States v. Pelullo, 399 F.3d 197, 222 (3d Cir. 2005).
2
The Global Treasury System project involved selecting,
developing, and implementing a technological solution to the
2
“support” phase. CSC informed Leyva that her development skills soon would no longer
be needed on the GTS project and transferred Kerri Siers to the project under the title
“Application Support Architect.”
At a meeting CSC convened on April 12 between Leyva and her managers to
address Leyva’s concerns about the addition of Siers to the project, Jane Reese, one of
Leyva’s managers, told Leyva that she could remain on the project “beyond the
July/August timeframe,” but that she wanted to see improvements in Leyva’s working
relationships.3 Reese told Leyva that the interpersonal relationships between her and
others on the GTS project were “unacceptable.” App. at 134, 284.
In response to Leyva’s request for examples of how her working relationships had
been “unacceptable” and what types of improvements were expected of her “if [she was]
to stay with the [GTS project] beyond the July/August timeframe,” a second meeting was
planned for June 14, 2002 between Leyva, Reese, and Maureen Summers (a Human
Resources employee and manager on the GTS project). In the interim, Leyva spoke with
Reese’s boss and told him she wanted to stay on the GTS project “to at least make [her
pension] vesting [date].” App. at 187.
At the June 14 meeting, Reese told Leyva that she did not “positively affect
others,” “couldn’t work with others,” “wasted people’s time,” and did not communicate
accounting needs of DuPont, one of CSC’s customers.
3
Leyva agreed with Reese’s assessment of what Leyva
should do to improve her working relationships, and admitted
that her working relationships were “not good in some
instances” and were in need of improvement.
3
effectively with others on the project, presenting several emails as examples of Leyva’s
behavior. App. at 286. There was no deadline set for improvements and Leyva thanked
Reese and Summers for their recommendations and observations. The parties agree that
Leyva was never pressured to resign during the June 14 meeting, and that nobody at the
meeting told her she was being fired.
Later that afternoon, Leyva called Summers from her home and told Summers that
she felt the meeting had been a “blistering attack” on her, App. at 290, and that she was
going away for the weekend to recuperate. There is a dispute as to whether Leyva
resigned during this conversation, a dispute we need not resolve.
Leyva argues that because she “believed [CSC was] firing [her]” at the June 14
meeting, Leyva told Summers during their phone conversation that she “was going to
drop off [her] computer and badge on Monday.” App. at 291. It is undisputed that on
Sunday, June 16, 2002, Leyva went to CSC to drop off her home-use work computer and,
according to her, to “pick up some papers and things that [she] had at the office,” going
on Sunday because she didn’t want to see anyone in the office. App. at 292. Security
personnel prevented her from entering the building. Leyva left her CSC identification
badge and her computer with the security officer because it “was useless, because they
wouldn’t let me in.” App. at 295.
Leyva did not return to work on Monday, June 17, 2002 because she was “totally
exhausted.” That day, Summers called Leyva to ask how she felt and request that Leyva
send an email to CSC; Leyva did not do so. On Tuesday morning, June 18, Leyva called
4
Summers and told her that she “needed to take a leave or some time off;” Summers
suggested that Leyva contact the Employee Assistance Program (EAP). App. at 294.
EAP told Leyva she was not eligible. She also called her managers, including Reese and
Summers, and left voicemail messages asking them to “please” let her stay on long
enough to “get [her] vesting.” App. at 188.
Leyva never returned to CSC. On Wednesday, June 19, 2002, Summers called
Leyva and told her to submit a resignation letter by five o’clock that afternoon because
the management was meeting the following day. Leyva asked whether she could submit
a resignation effective August 6, her pension vesting date. Summers told her “that if
[she] submitted a resignation letter, [she] could be allowed to wrap up things with the
client and keep [her] vesting.” App. at 296. Based on this information, Leyva believed
that “when [she] signed the resignation letter [she] would be getting the vesting.” App. at
312. That same day, Leyva sent an email to Summers stating:
Thank you for your voicemail today to my home which included the indication
that an ‘effective date’ consideration could be presented to the Management Team.
Below is the Resignation letter with [sic] has the effective date to be presented to
the Management Team. . . .
I submit my resignation as Senior Member of the Programming Staff from
Computer Sciences Corporation with an effective date of August 6 th, 2002.
My 5-year vesting date at CSC is August 4, 2002, and that is the reason for first
week of August effective date request.
App. at 69-70. The following day, the CSC management team considered the letter and
accepted Leyva’s resignation effective June 19, 2002, the date of her resignation letter,
rather than on the date she had requested.
5
Leyva filed her complaint against CSC and, after discovery was concluded, the
District Court granted CSC’s motion for summary judgment. The District Court held that
Leyva had not made out a prima facie case of age discrimination because there was no
genuine issue of material fact as to whether she had suffered an adverse employment
action. It concluded that Leyva had “raised no more than a scintilla of evidence” against
“a wealth of evidence overwhelmingly demonstrat[ing] that [she] resigned on [June]
14th.” Moreover, it noted that “[e]ven assuming . . . that an issue of material fact existed
as to whether [Leyva] resigned on June 14 th, it is uncontested that she sent a resignation
letter to [CSC] on Wednesday, June 19 th, and that is dispositive” because “[a]n
employer’s decision to accept a resignation immediately, rather than accepting an
employee’s request that the resignation be effective at a future date, does not constitute an
adverse employment action.” App. at 21-23 (citing Wynn v. Paragon Sys., 301 F. Supp.
2d 1343, 1354 (S.D. Ga. 2004)).
II.
We exercise plenary review of the District Court’s grant of summary judgment,
applying the same standard of review which the District Court should have applied.
MBIA Ins. Corp. v. Royal Indem. Co., 426 F.3d 204, 209 (3d Cir. 2005). Summary
judgment should be awarded when “the pleadings, depositions, answers to interrogatories,
and admissions on file, together with the affidavits, if any, show that there is no genuine
issue as to any material fact and that the moving party is entitled to a judgment as a matter
of law.” Fed. R. Civ. P. 56(c). We review all evidence in the light most favorable to, and
6
draw all reasonable inferences in favor of, the non-moving party (i.e., Leyva). MBIA,
426 F.3d at 209. The existence of a “mere scintilla of evidence in support of [a]
nonmovant’s position will be insufficient” to withstand a summary judgment motion.
Anderson v. Liberty Lobby, Inc., 477 U.S. 242, 252 (1986). However, in determining
whether more than a scintilla is extant, a court must “not weigh the evidence or make
credibility determinations; these tasks are left to the fact-finder.” Boyle v. County of
Allegheny Pa., 139 F.3d 386, 393 (3d Cir. 1998); accord MBIA, 426 F.3d at 209.
The ADEA prohibits an employer from “discriminat[ing] against any individual
with respect to his compensation, terms, conditions, or privileges of employment, because
of such individual’s age.” 29 U.S.C. § 623(a)(1). Where, as here, a plaintiff does not
have direct evidence of age discrimination, we employ a three-step burden-shifting
approach under McDonnell Douglas v. Green, 411 U.S. 792 (1973). Fakete v. Aetna, Inc.,
308 F.3d 335, 337-38 (3d Cir. 2002). Leyva must first establish a prima facie case of age
discrimination by showing that: (1) she was at least forty years of age at the time she was
allegedly discharged; (2) she was qualified for the position from which she was allegedly
discharged; (3) she suffered an adverse employment action (e.g., discharge); and (4) her
“employer retained someone similarly situated to [her] who was sufficiently younger.”
Monaco v. American General Assurance Co., 359 F.3d 296, 300 (3d Cir. 2004). If Leyva
makes her prima facie showing, the burden shifts to CSC to “proffer a nondiscriminatory
reason for its adverse employment action.” Sheridan v. E.I. DuPont de Nemours and Co.,
100 F.3d 1061, 1084 (3d Cir. 1996) (en banc). If CSC meets this burden,
7
[Leyva may] defeat summary judgment . . . [by] point[ing] to some evidence,
direct or circumstantial, from which a factfinder could reasonably either (1)
disbelieve the employer's articulated legitimate reasons; or (2) believe that an
invidious discriminatory reason was more likely than not a motivating or
determinative cause of the employer's action
Fuentes v. Perskie, 32 F.3d 759, 764 (3d Cir. 1994).
In the present case, the District Court held that Leyva had not made out a prima
facie case because there was no genuine issue of material fact as to whether she had
suffered an adverse employment action. Indeed, the question of whether Leyva has
established the third and fourth prongs of her prima facie case remains disputed by the
parties. However, assuming arguendo that Leyva has made a sufficient prima facie case
to survive summary judgment, she failed to meet her burden under Fuentes to show a
genuine issue of fact that CSC’s stated reasons for her termination were pretextual.
CSC has proffered as its legitimate, non-discriminatory reasons for Leyva’s
departure the following: (1) Leyva’s strained interpersonal relations with her co-workers
(and failure promptly to seek feedback about this problem), (2) Leyva’s inability
effectively to transfer knowledge to other members of the GTS project, and (3) the fact
that the GTS project was moving into a “support” phase in which her “development”
skills were no longer needed. Therefore, we review whether Leyva has met her burden to
create a triable issue that CSC’s legitimate reasons for discharging her were pretextual.
Under the first Fuentes prong for determining pretext, Leyva claims that there are
weaknesses and implausibilities in CSC’s proffered reasons for its adverse employment
action. However, there is insufficient evidence to reasonably establish such
8
implausibility.4 (See generally Appellee’s Br. 18-21, 28-29.) Leyva also presents
insufficient evidence of pretext under Fuentes’s second prong—i.e., that discrimination
was more likely than not a motivating factor for her discharge.
Leyva makes two arguments under the second Fuentes prong. First, Leyva argues
that the fact that she was terminated six weeks shy of her vesting date is evidence of
discrimination. However, under CSC’s plan, the vesting of an employee’s pension
depended on the employee’s completion of five years of service at CSC, not age. As the
Supreme Court has stated, “Because age and years of service are analytically distinct, an
employer can take account of one while ignoring the other, and thus it is incorrect to say
that a decision based on years of service is necessarily ‘age based.’” Hazen Paper Co. V.
Biggins, 507 U.S. 604, 611; see also Armendariz v. Pinkerton Tobacco Co., 58 F.3d 144,
152 (5th Cir. 1995) (holding that the consideration of “fast approaching eligibility for
retirement benefits” in making a termination decision is not age discrimination); Sullivan
v. Standard Chlorine, 845 F. Supp. 167, 181 n. 12 (D. Del. 1994), aff’d without op. No.
94-7220, 1995 U.S. App. LEXIS 5122 (3d Cir. Feb. 24, 1995).
Under the second Fuentes prong, Leyva also argues “that [CSC] treated other,
similarly situated persons not of h[er] protected class more favorably.” Fuentes, 32 F.3d
4
For example, Leyva unpersuasively claims: (1) that her
one request for feedback—on June 14, 2002—demonstrates that
CSC’s general assertion she failed to seek feedback is pretextual;
and (2) that CSC’s claim that Leyva’s interaction with co-
workers involved too much unnecessary explanation and not
enough explanation where it was actually needed is “logically
inconsistent.” Appellant’s Br. at 19-20.
9
at 765. However, Leyva points to no, or, at most, de minimus, evidence to support this
argument. She cites only two events in which she was similarly situated to a co-worker
younger than she,5 and neither supports her claim that CSC was biased against her on the
basis of age. First, Leyva argues that she was not given a “robust” enough computer to
do her work. Although Leyva’s computer did have an older operating system than those
of three of her younger co-workers, she eventually was given a new computer.6 Second,
Leyva points to evidence that Ray Netta, a younger co-worker, was given support staff
5
In the two other events she references concerning the
second Fuentes prong, Leyva was not similarly situated to the
younger employees in question. First, she argues that she was
treated differently than younger workers in terms of “comp
time.” She argues that while younger co-workers were allowed
comp time to have Fridays off, work part time, or take on-line
courses, she was only allowed two days off for Christmas in
2001 despite the fact that she requested three and was never
offered comp time for an on-site residency for which she
expended vacation days. On its face, these were not similar
situations. There is no evidence that Leyva would have been
treated differently than the younger workers if she had asked for
comp time for comparable reasons. Second, Leyva argues that
CSC’s scrutiny of her time management exceeded its scrutiny of
Julie Meluskey, a younger co-worker, because Leyva was
criticized for using her email account inappropriately, whereas
Meluskey was not criticized for “for being on the phone a lot and
having friends visit her.” Appellant’s Br. at 18 (citing App. 302-
303). This comparison fails because the two co-workers were
not similarly situated: CSC reprimanded Leyva for one
indiscretion and failed to reprimand Meluskey for an entirely
different indiscretion. In its brief, CSC points to record evidence
showing that Leyva’s allegations of discriminatory treatment are
inaccurate.
6
Leyva herself points to testimony that CSC also
experienced delays in updating computer software for young
employees. (Appellant’s Br. at 22 (citing App. 411-12).)
10
while she was not. This single instance of favorable treatment granted to only one
younger co-worker (Leyva has not alleged other younger co-workers were provided
support staff), is weak evidence of age discrimination.7 There is nothing to show that
CSC treated her differently than similarly situated younger employees in these minor
respects because of age. In short, Leyva did not provide a sufficient basis for a
reasonable fact-finder to determine “that an invidious discriminatory reason was more
likely than not a motivating or determinative cause [of Leyva’s discharge].” Fuentes, 32
F.3d at 764.8
We will affirm the District Court’s grant of summary judgment to CSC on the
grounds that Leyva has failed to create a triable issue that CSC’s legitimate, non-
discriminatory reasons for discharging her were pretextual.
7Moreover, Leyva has not provided any evidence to rebut
CSC’s assertion that budgetary constraints, a non-discriminatory
motive, prevented it from providing support to employees other
than Netta.
8
In granting summary judgment, the District Court found
support in Leyva’s statements to a private psychiatric facility,
where she went for psychological help, that “she resigned from
her job”and that she “quit Friday.” App. at 462, 463. The
parties gave considerable attention to whether this evidence was
properly considered. Because we do not rely on that evidence,
we need not discuss that issue.
11