{¶ 1} In this case, Martin Jackson appeals from a trial court decision granting a Civ.R. 12(B)(6) motion to dismiss. The trial court dismissed the case based on Jackson’s alleged failure to file within the statute of limitations in R.C. 2305.10 and Jackson’s failure to timely file suit within the period specified by an Equal Employment Opportunity Commission (“EEOC”) “dismissal.” In addition, the trial court found that it lacked jurisdiction over the subject matter because of previous administrative proceedings and generally adopted the rationale and information set forth in the defendant’s motion to dismiss.
{¶ 2} Jackson appeals, raising as assignments of error that:
{¶ 3} “I. The trial court erred by dismissing Plaintiff-Appellant’s race discrimination claim under Ohio Revised Code § 4112.99; and
*398 {¶ 4} “II. The trial court erred by dismissing Plaintiff-Appellant’s disability discrimination claim under Ohio Revised Code § 4112.99.”
{¶ 5} After considering the record and applicable law, we find that the assignments of error have merit. Accordingly, the judgment of the trial court is reversed and this cause is remanded for further proceedings.
I
{¶ 6} Jackson filed the present action on October 6, 2003, against International Fiber (“Fiber”). The complaint stated that Jackson’s claims were being brought pursuant to R.C. 4112.01 et seq. and R.C. 4112.99. Jackson alleged in the complaint that he was a black male and had been employed by Fiber from September 2000 until March 9, 2001, when he was terminated, allegedly for violating Fiber’s attendance policy. Further, Jackson claimed that he had been continuously employed with Fiber’s predecessor, Ralston Purina of St. Louis, from 1992 to 2000, when Ralston Purina sold the plant to Fiber.
{¶ 7} Jackson alleged that he had been diagnosed in 1996 with pancreatitis, which is a condition that periodically flares up. Purportedly, Ralston Purina had allowed Jackson leave during times that his illness did not allow him to work. However, after Fiber purchased the company, it improperly terminated Jackson for medical absences in excess of company policy, while allowing white employees to take nonpenalized leave under the same conditions. Therefore, Jackson claimed that Fiber had discriminated against him on the basis of both race and disability. Jackson also included claims for breach of contract and violation of public policy.
{¶ 8} Shortly thereafter, Fiber filed a motion to dismiss under Civ.R. 12(B)(6), contending that the trial court lacked jurisdiction over the case due to previous administrative proceedings. These included proceedings with the EEOC and the Ohio Civil Rights Commission, proceedings for unemployment compensation, and a labor grievance. Fiber also claimed that Jackson had failed to comply with the two-year statute of limitations in R.C. 2305.10. And, finally, Fiber argued that Jackson was not disabled and that there were legitimate reasons for his discharge. An affidavit from the plant manager was attached to the motion to dismiss, outlining the reasons for Jackson’s discharge. Some documents were also attached, including a “right to sue” letter from the EEOC.
{¶ 9} Jackson filed a reply to the motion, contending that the trial court was required to construe the allegations in the complaint as true and that he had stated a claim for discrimination. Jackson also attached his own affidavit, arguing that summary judgment would be improper due to factual issues. When Fiber responded to Jackson’s memorandum, Fiber specifically stated
that its
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motion was not one for summary judgment but was a motion to dismiss.
Fiber also stated that “[i]t is not enough to make unsupported allegations in the State of Ohio to avoid dismissal under Civ. R. 12(B).” Notably, this is an incorrect statement of law, because allegations in the complaint are construed as true for purposes of evaluating motions to dismiss.
Mitchell v. Lawson Milk Co.
(1988),
{¶ 10} In discussing the assignments of error, Jackson has addressed three main issues that are applicable to both assignments of error. We will follow the same approach and will not address the assignments of error separately. In this regard, Jackson’s first claim is that the trial court erred in dismissing the complaint on the basis of the statute of limitations, because the applicable time period for discrimination claims is six years, not two.
{¶ 11} As a preliminary point, we note that Jackson did not respond to the statute-of-limitations argument that Fiber made in the trial court. We would normally find any error waived, since courts are reluctant to consider error that was not brought to the trial court’s attention. In
Goldfuss v. Davidson
(1997),
{¶ 12} “In appeals of civil cases, the plain error doctrine is not favored and may be applied only in the extremely rare case involving exceptional circumstances where error, to which no objection was made at the trial court, seriously affects the basic fairness, integrity, or public reputation of the judicial process, thereby challenging the legitimacy of the underlying judicial process itself.” Id. at syllabus.
{¶ 13} Exceptional circumstances may be found when the trial court commits certain kinds of error. For example, in
First Fed. S & L Assn. of Lakewood v. Dus,
Cuyahoga App. No. 79039,
{¶ 14} Similarly, in
Gevedon v. Gevedon,
{¶ 15} Notably, we have held in the past that dismissing “a cause of action, upon statute of limitations grounds, when the statute of limitations has clearly not yet run, constitutes civil plain error.”
Miller v. Xenia
(Aug. 25, 2000), Greene App. No. 99CA137,
{¶ 16} In deciding whether a complaint should be dismissed for failure to state a claim, a trial court “must presume that all factual allegations of the complaint are true and make all reasonable inferences in favor of the non-moving party. * * * Then, before * * * [the court] may dismiss the complaint, it must appear beyond doubt that plaintiff can prove no set of facts warranting a recovery.”
Mitchell,
{¶ 17} De novo review requires an “independent review of the trial court’s decision without any deference to the trial court’s determination.”
State ex rel. AFSCME v. Taft,
{¶ 18} In
Velotta v. Leo Petronzio Landscaping, Inc.
(1982),
{¶ 19} The complaint in the present case states that Jackson’s employment was terminated on March 9, 2001. Jackson filed the complaint two and a half years after the termination, and alleged that the action was being brought under R.C. 4112.99. The trial court applied the two-year statute of limitations in R.C. 2305.10 and found that the action was barred. However, this was incorrect, because the proper statute of limitations is the six-year period found in R.C. 2305.07.
{¶ 20} In 1994, the Ohio Supreme Court held that R.C. 4112.99 is a remedial statute and is subject to R.C. 2305.07’s six-year statute of limitations.
Cosgrove v. Williamsburg of Cincinnati Mgt. Co., Inc.
(1994),
{¶ 21} Accordingly, the trial court committed plain error by applying the wrong •statute of limitations and by granting the motion to dismiss the complaint. Jackson’s claims for race and disability discrimination were timely filed under R.C. 2305.07 and should not have been dismissed.
II
{¶ 22} In the second issue, Jackson argues that the trial court erred by considering matters beyond the allegations in the complaint. We agree, because the trial court did consider matters outside the pleadings. The court also effectively converted the motion to dismiss into a summary-judgment situation without notifying the parties.
{¶ 23} The error in this context is perplexing, given Jackson’s protest about the use of summary judgment to terminate the litigation — and Fiber’s subsequent representation that it was not asking the court to grant summary judgment. Yet, this is essentially what the trial court did by considering facts outside the pleadings.
{¶ 24} Under well-established authority, if a trial court intends to treat a motion to dismiss as a motion for summary judgment, it must give proper notice to the opposing party and provide an opportunity for that party to present its own evidentiary materials. See Civ.R. 12(B);
Non-Employees of Chateau Estates Resident Assn. v. Chateau Estates, Ltd.,
Clark App. Nos. 2004-CA-19 and 2004-CA-20,
{¶ 25} In the present case, the trial court decision specifically referred to the content of an EEOC filing and to administrative proceedings that were not mentioned in the complaint. These matters were raised instead in an affidavit attached to Fiber’s motion to dismiss and in documents attached to the affidavit. The trial court also said in its decision that it was adopting “the information and rationale set forth in Defendant’s motion to dismiss.” Because the information and rationale in the motion were based on matters outside the pleadings, the trial court appears to have made a merit-based judgment on the complaint.
*402
{¶ 26} Furthermore, even if the existence of prior administrative filings had been mentioned in the complaint, they would not bar Jackson’s state-court action. In
Smith v. Friendship Village of Dublin, Ohio, Inc.
(2001),
{¶ 27} The holding in
Smith
was based on the fact that Ohio’s legislature has chosen to limit remedies only in the context of age discrimination.
{¶ 28} Remedies granted by collective-bargaining agreements also do not preclude an independent cause of action. Despite the strong public policy in favor of arbitrating labor grievances, a plaintiffs state law discrimination claim “may not be forfeited by * * * membership in a labor organization.”
Luginbihl v. Milcor Ltd. Partnership,
Allen App. No. 1-01-162, 2002-0hio-2188,
Ill
{¶ 29} In his final argument, Jackson contends that the allegations in the complaint were sufficient to survive a motion to dismiss. Again, we agree.
{¶ 30} R.C. 4112.02(A) states that it is an unlawful discriminatory practice:
{¶ 31} “For any employer, because of the race, color, religion, sex, national origin, disability, age, or ancestry of any person, to discharge without just cause, to refuse to hire, or otherwise to discriminate against that person with respect to hire, tenure, terms, conditions, or privileges of employment, or any matter directly or indirectly related to employment.”
{¶ 32} Absent direct evidence of discrimination, a prima facie case of discrimination is established when a plaintiff demonstrates (1) that he or she is a member of a protected class, (2) that he or she was subjected to an adverse employment
*403
action, (3) that he or she was qualified for the position, and (4) that someone outside the class was treated more favorably or replaced the plaintiff.
Talley v. Bravo Pitino Restaurant Ltd.
(C.A.6, 1995),
{¶ 33} As Jackson correctly notes, the “prima facie case” requirement is an evidentiary standard,
not a pleading standard. Coryell v. Bank One Trust Co. N.A.,
{¶ 34} Consistent with notice-pleading requirements, Jackson’s complaint alleged that he was a member of statutorily protected classes (race and disability) and that he was discharged for violating company sick-leave policy, while white employees were subjected to more favorable treatment. Jackson did not specifically state that he was qualified for his position, but this is implicit in the allegation that he was employed by Fiber and its predecessor for approximately nine years before the termination.
{¶ 35} Because the allegations in the complaint stated a claim for relief for racial and disability discrimination, the trial court erred in granting Fiber’s motion to dismiss. As we mentioned, the court does appear to have improperly considered the merits of the claim. Fiber alleged in its motion and affidavit that Jackson was not disabled and that he was discharged for legitimate reasons. However, these are not matters that can be resolved in the context of a motion to dismiss.
{¶ 36} In view of the preceding discussion, the first and second assignments of error have merit and are sustained. Accordingly, the judgment of the trial court is reversed and this matter is remanded for further proceedings.
Judgment reversed and cause remanded.