Robinson v. Concentra Health Services, Inc.
2015 U.S. App. LEXIS 4757
| 2d Cir. | 2015Background
- Robinson worked for Concentra Health Services, Inc. as a medical assistant from June 2003 until termination on Sept. 23, 2010.
- She applied for Social Security disability benefits on Sept. 27, 2010, four days after termination, alleging full disability due to multiple sclerosis.
- SSA denied the initial disability application; Robinson appealed and testified at an April 3, 2012 hearing before an ALJ.
- The ALJ later reversed SSA, finding Robinson fully disabled since June 14, 2010.
- Robinson pursued this suit on May 23, 2011, filing amended claims under Title VII, 42 U.S.C. § 1981, and the FMLA, alleging race/color discrimination and related retaliation.
- Concentra moved for summary judgment on grounds of judicial estoppel, asserting Robinson’s SSDI receipt and statements conflicted with her claimed qualification for her job; the district court granted summary judgment in Concentra’s favor on the estoppel issue, and Robinson appeals only as to Title VII and § 1981 claims.
Issues
| Issue | Plaintiff's Argument | Defendant's Argument | Held |
|---|---|---|---|
| Whether judicial estoppel bars Title VII and §1981 claims | Robinson argues no automatic bar; SSDI application not in evidence; no inconsistent position proven | Concentra contends inconsistent positions from disability claim preclude suit | Yes; estoppel applies and bars claims |
| Appropriate framework for applying Cleveland v. Policy Management to employment claims | Robinson contends Cleveland analysis does not control here | Cleveland governs whether contradictions prevent litigation | Cleveland framework governs; district court proper rely on it |
| Sufficiency of evidence for contradiction and explanation under Cleveland | Robinson cannot show a sufficient explanation for contradiction | Robinson failed to reconcile June 2010 total disability statements with current claims | Robinson failed to proffer adequate explanation; estoppel valid |
| Whether Robinson possessed basic qualifications for the medical assistant position notwithstanding disability application | Robinson argues basic skills shown; could be qualified | Statements of total disability contradict qualification | Unable to show qualified status at termination; estoppel upheld |
| Effect of district court’s ruling on FMLA/retaliation claims | No challenge as to FMLA/retaliation claims on appeal | Not at issue on review | Unappealed claims remain unaffected; stay within scope of appeal |
Key Cases Cited
- Cleveland v. Policy Mgmt. Sys. Corp., 526 U.S. 795 (1999) (disability application framework for judicial estoppel; need for explanation of contradictions)
- Bates v. Long Island R.R. Co., 997 F.2d 1028 (2d Cir.1993) (test for judicial estoppel elements)
- Mitchell v. Washingtonville Cent. Sch. Dist., 190 F.3d 1 (2d Cir.1999) (two-prong standard for establishing estoppel)
- Brown v. Eli Lilly & Co., 654 F.3d 347 (2d Cir.2011) (avoid reliance on metaphysical doubt; require specific evidence)
- Reynolds v. Barrett, 685 F.3d 193 (2d Cir.2012) (prima facie Title VII discrimination framework)
- Slattery v. Swiss Reinsurance Am. Corp., 248 F.3d 87 (2d Cir.2001) (basic qualifications showing for prima facie case)
- Nationwide Life Ins. Co. v. Bankers Leasing Ass’n, 182 F.3d 157 (2d Cir.1999) (standards for summary judgment; burden-shifting)