Sоlel UMANI, Plaintiff-Appellee, v. MICHIGAN DEPARTMENT OF CORRECTIONS, et al., Defendants, Hugh Wolfenbarger, Warden, et al., Defendants-Appellants.
No. 10-1169.
United States Court of Appeals, Sixth Circuit.
July 18, 2011.
453 F. App‘x 453
Before: MARTIN and SUTTON, Circuit Judges; GRAHAM, District Judge.
Plaintiffs had ample opportunity to seek a collective action/inaction jury instruction. Unfortunately, the only explanation for their failure to do so appears to be that Plaintiffs did not find or pursue this theory until after the trial concluded. For all of these reasons, we find that the jury instructions in this case were proper.
III. Conclusion
For all of these reasons, we AFFIRM the orders and judgment of the district court, and we decline to grant Plaintiffs a new trial.
PER CURIAM.
This is an appeal from a denial of summary judgment on the issue of qualified immunity in a prisoner civil rights case. At all times pertinent to this case, Plaintiff-Appellee Solel Umani (aka Anthony Bethea) was incarcerated at the Macomb
Umani‘s claims against the MDOC were dismissed at the screening stage on the grounds of immunity. All defendants filed a motion for summary judgment on May 25, 2007. In a report and recommendation filed on February 8, 2008, the magistrate judge recommended that Umani‘s claims for violations of procedural and substantive due process, First Amendment retaliatiоn, and violations of the Eighth Amendment be dismissed, and further recommended the dismissal of all other claims and defendants with the exception of the conspiracy and equal protection claims asserted against Defendants-Appellants Warden Hugh Wolfenbarger, Assistant Deputy Warden Joe Scott, Food Service Director Keith Green and Assistant Food Service Director Connie Ignasiak. These four defendants filed a second motion for summary judgment on April 23, 2009, arguing that Umani had not produced evidence of his equal protection or conspiracy claims, and furthеr arguing that they were entitled to qualified immunity. In a report and recommendation filed on June 16, 2009, the magistrate judge recommended denying the motion for summary judgment on the grounds that Umani had provided sufficient evidence to support a claim for denial of equal protection, on either a race-based or class-of-one theory, as well as a conspiracy claim under
I. Background
While incarcerated at MCF, Umani, an African-American male, had a paid work assignment as an assistant lead at MCF Food Service. In his verified complaint filed on February, 13, 2007, Umani alleges that on February 7, 2005, he obtained permission from Food Service Supervisor Robert Al Shareef to leave early. Defendants concede that Umani may have asked permission at some point to leave work early, but assert that he did not follow the complete check-out procedure before leaving. Green later noticed that there was one prisoner working two “slots” and learned that Umani was missing from his post. Shareef told Green that Umani was “in back” but Umani had left the area by that time. Green called the housing unit and instructed Umani to meet him in the Food Service office. Upon being ques-
On February 11, 2005, an informal hearing on the minor misconduct ticket was held by Assistant Resident Unit Supervisor Wade. Umani alleges that Shareef informed Wade that he had given permission to Umani to leave work early on February 5, 2011, and that he had written the misconduct ticket because he was ordered to do so by Green. No other kitchen staff employees or supervisors were interviewed by Wade. Wade found Umani “not guilty” and ordered him to return to work. Umani returned to work on February 12, 2005. Umani alleges that on February 17, 2005, Scott, who was Wade‘s supervisor, allegedly scolded Wade for finding Umani “not guilty.” Umani also alleges that Green and Ignasiak phoned Wade several times to chide him for finding Umani “not guilty.” Wade then called Umani into his office to inform him that despite the finding of “not guilty,” it was likely that Umani would be fired from his Food Service position.
On February 18, 2005, Umani allegedly observed Wolfenbarger, Scott, Green and Ignasiak in an office talking for a period of time. At the conclusion of that meeting, Umani was called to Shareef‘s office. Umаni alleges that on his way to the office, he ran into Green, who informed Umani that he had just met with Scott and Wolfenbarger and that it had been decided that Umani should be terminated from his position. According to Umani, when he reminded Green that he had been found “not guilty,” Green, who is also an African-American male, stated “That little shit Wade did ain‘t [sic] working with nothing. Ya‘ll some worthless convicts. Some niggers that are insignificant in the scheme of things around here.” Umani then asked Ignasiak why he had been terminated when Wade had found him “not guilty” of leaving work without permission. Ignasiak allegedly responded, “And we know about ARUS Wade. And we know how you people stick together. Don‘t worry. The Deps’ got his number and so does the Warden.” Wade is also an African-American male. Umani further alleged that Ignasiak informed him that she and Green had changed the previous work evaluation from a score of 37 to a far below average score of 1, stating that this was done because he had left work without permission.
In his deposition, Wolfenbarger testified that Ignasiak and Green asked him what alternatives they had to ensure that Umani would be terminated by the Classification Director regаrdless of the “not guilty” finding, and that he had told them that they could give Umani a “bad work report.” Scott also testified that he informed Green and Ignasiak that they could file a bad work evaluation with the Classification Director in order to further Umani‘s termination. There is no evidence or allegation
Umani exhausted the grievance process and filed suit in the Michigan Court of Claims. That case was dismissed due to Umani‘s failure to apprise the court of any previous filings. Umani repeated the grievance process. While the second grievance was pending, Umani was selected to participate in a program that would certify Umani as a drug counselor and guarantee him a four-year scholarship at The Ohio State University. On or about October 4, 2006, Umani was transferred from the MCF to the Riverside Facility. This transfer allegedly resulted in Umani‘s being inеligible to complete the drug counseling program.
II. Standard of Review
The issue of whether qualified immunity is applicable to an official‘s conduct is a question of law that this court reviews de novo. See Bishop v. Hackel, 636 F.3d 757, 765 (6th Cir.2011) (citation omitted). If the legal question is dependent upon which version of facts one believes, then the jury must determine liability. Champion v. Outlook Nashville, Inc., 380 F.3d 893, 900 (6th Cir.2004). In order to seek interlocutory review of a decision denying qualified immunity, the defendants may raise only legal issues and must concede Umani‘s view of the facts. Shehee v. Luttrell 199 F.3d 295, 299 (6th Cir.1999). Thus, if there is a disagreement as to the facts, this court must consider the evidence in the light most favorable to Umani. Champion, 380 F.3d at 900. Michigan lаw also “authorizes an interlocutory appeal from an order denying governmental immunity from suit.” Marvin v. City of Taylor, 509 F.3d 234, 251 (6th Cir.2007).
III. Analysis
A. Qualified Immunity Factors
Qualified immunity provides that “government officials performing discretionary functions generally are shielded from liability for civil damages insofar as their conduct does not violate clearly established statutory or constitutional rights of which a reasonable person would have known.” Champion, 380 F.3d at 900-901 (citing Harlow v. Fitzgerald, 457 U.S. 800, 818, 102 S.Ct. 2727, 73 L.Ed.2d 396 (1982)). This court evaluates qualified immunity claims using the three-part inquiry set forth in Feathers v. Aey, 319 F.3d 843, 848 (6th Cir.2003). First, this court must determine whether Umani has alleged facts which, taken in a light most favorable to him, show that the official‘s conduct violated a constitutionally protected right. If the answer to the first question is “yes,” then this court must determine whether the violated right was “clearly established such that a reasonable official, at the time the act was committed, would have understood that his conduct violated that right.” Id. Thirdly, if the right was clearly established, we must consider whether Umani has alleged sufficient facts and supported his allegations with sufficient evidence to indicate that what the official did was unreasonable in light of the clearly established constitutional right. Id.
This court has discretion to decide which of the рrongs of qualified immunity analysis should be addressed first in light of the circumstances. See Pearson v. Callahan, 555 U.S. 223, 235-37, 129 S.Ct. 808, 818, 172 L.Ed.2d 565 (2009). We begin by addressing whether Umani has alleged facts or produced evidence which, taken in
B. Equal Protection Claim
1. Nature of Claim
Umani alleges that his rights under the Equal Protection Clause of the United States Constitution and Michigan law were violated by the defendants.2 To prove a claim under
2. Race-Based Claim
An equal protection claim under the Fourteenth Amendment requires a state actor‘s intentional discrimination because of the plaintiff‘s membership in a protected class. McCleskey v. Kemp, 481 U.S. 279, 292, 107 S.Ct. 1756, 95 L.Ed.2d 262 (1987); Henry v. Metro. Sewer Dist., 922 F.2d 332, 341 (6th Cir.1990); see also Vill. of Willowbrook v. Olech, 528 U.S. 562, 564, 120 S.Ct. 1073, 145 L.Ed.2d 1060 (2000) (purpose of the Equal Protection Clause “is to secure every person within the State‘s jurisdiction against intentional and arbitrary discrimination“). A plaintiff presenting a race-based equal protection claim can either present direct evidence of discrimination, or can establish a prima facie case of discrimination under the burden-shifting scheme set forth in McDonnell Douglas Corp. v. Green, 411 U.S. 792, 93 S.Ct. 1817, 36 L.Ed.2d 668 (1973). Arendale v. City of Memphis, 519 F.3d 587, 603 (6th Cir.2008) (discrimination under
We first address whether Umani has alleged facts constituting direct evidence of discrimination. This court has held that “direct evidencе of discrimination does not require a fact-finder to draw any inferences in order to conclude that the challenged employment action was motivated at least in part by prejudice against members of the protected group.” Johnson v. Kroger Co., 319 F.3d 858, 865 (6th Cir.2003). Direct evidence is composed of only the most blatant remarks, whose intent could mean nothing other than to discriminate on the basis of some impermissible factor. Rojas v. Florida, 285 F.3d 1339, 1342 n. 2 (11th Cir.2002). Isolated and ambiguous comments are insuffi-
Umani has not alleged or produced any evidence that Wolfenbarger or Scott made any racist comments. Umani alleges that Ignasiak stated, “And we know about ARUS Wade. And we know how you people stick together.” Although the magistrate judge interpreted Ignasiak‘s comment as meaning that Wade‘s findings were the product of his favoring members of his own race, that is not the only possible interpretation of this ambiguous comment. Ignasiak could also have been referring generally to the prisoners and staff in Umani‘s cell block. Ignasiak‘s use of the term “you people” does not qualify as a clear reference to race and is not direct evidence of discrimination. See Scott v. Thomas & King, Inc., No. 3:09-CV-147, 2010 WL 2630166 at *7 (S.D.Ohio, June 28, 2010)(the term “you рeople” is not a racial epithet, and without additional actions or words, it is not direct evidence of discrimination); Wilson v. Buschell, No. 2:05-cv-106, 2007 WL 2780886 at *1, 3 (W.D.Mich. Sept.20, 2007) (the statement “you people don‘t do what I do, stay in your place” made by a white supervisor to a black prisoner-employee was not in itself a racial statement). Without other allegations indicating a racist meaning, this ambiguous comment is not in and of itself racist.
Umani also alleges that when Green informed him that his employment might be terminated despite the “not guilty” finding, Green said, “Ya‘ll some worthless convicts. Some niggers that are insignificant in the scheme of things around here [sic].” The use of the word “niggers” is a racial slur “irrespective of its common usage and without regard for the race of those who use it.” NLRB v. Foundry Div. of Alcon Indus., 260 F.3d 631, 635 (6th Cir.2001).4
Regardless of how the statement is construed, to qualify as direct evidence of discriminatory intent, it must have been made by a person with decision-making authority. Smith v. Leggett Wire Co., 220 F.3d 752, 759 (6th Cir.2000)(racial comments made by persons who did not terminate plaintiff were not direct evidence of discriminatory intent); Bush v. Dictaphone Corp., 161 F.3d 363, 369 (6th Cir.1998) (statements by nondecisionmakers do not suffice to satisfy plaintiff‘s burden of demonstrating discriminatory animus); McDonald v. Union Camp Corp., 898 F.2d 1155, 1161-62 (6th Cir.1990) (statements of intermediate level management officials were not indicative of discrimination when the ultimate decision to discharge is made by an upper-level official). The statements of those who do not have formal firing authority, but who have “enormous influence in the decision making process” can also constitute direct evidence of discrimination. Rose v. N.Y. City Bd. of Educ., 257 F.3d 156, 162 (2d Cir.2001).
The evidence below shows that only the Classification Director had authority to terminate an inmate‘s employment. Both Green and Ignasiak testified that although the Classification Director‘s decision may be influenced through recommendations or the submission of a Form 363 work evaluation, the Classifications Director is the only person with final authority to decide whether an inmate will be terminated from his prison employment. According to Wol-
In the absence of direct evidence of discrimination, Umani must establish a prima facie case of discrimination in violation of his equal protection rights under the McDonnell Douglas analysis. Lautermilch v. Findlay City Sch., 314 F.3d 271, 275 (6th Cir.2003). He must show: (1) that he is a membеr of a protected group, (2) that he was subject to an adverse employment decision, (3) that he was qualified for the position, and (4) that he was replaced by a person outside of the protected class or was treated differently than similarly-situated members of the unprotected class. Michael v. Caterpillar Fin. Servs. Corp., 496 F.3d 584, 593 (6th Cir.2007).
Umani is African-American and therefore a member of a protected class. There is also no question that Umani was terminated from his Food Services position and suffered lost wages as well as a blemish on his prison record. The defendants do not contest that he was qualified for the position; he received above average work evaluations and was capable of handling his job. However, there is no evidence that Umani was replaced by a non-African-American. In fact, defendants submitted evidence that the Food Service Department seeks to balance the number of African-American and Caucasian prisoner employees and to make sure the higher paying jobs are equally distributed between members of these races.
There is also no evidence that Umani was treated differently from similarly-situated members of another class. To be a similarly-situated employee, the comparative employee “must have dealt with the same supervisor, have been subject to the same standards, and have engaged in the same conduct without such differentiating or mitigating circumstances that would distinguish their conduct or their employer‘s treatment of them for it.” Ercegovich v. Goodyear Tire & Rubber Co., 154 F.3d 344, 352 (6th Cir.1998). Umani only alleges that he was not returned to his job after the “not guilty” finding, that this was a violation of prison policy, and that other prisoners were returned after “not guilty” findings. He alleged no facts to refute the defendants’ evidence that while it is the general policy to return a prisoner to his employment upon a “not guilty” finding, that general policy may not apply given the individual circumstances of a particular case. There is no evidence, nor does Umani allege, that other non-African-American Food Service employees supervised by Shareef who were found “not guilty” of leaving their positions were automatically returned to their employment with the Food Service regardless of extenuating circumstances. Therefore, Umani has failed to allege facts or to produce evidence sufficient to support this element of his prima facie case.
Because Umani has failed to produce direct evidence of discrimination or to allege facts showing that he was treated differently than other similarly-situated prisoners, he cannot establish a claim of
3. Class-of-One Claim
The magistrate judge also anаlyzed Umani‘s claim under the theory that Umani was treated differently as a “class of one” without rational basis. Although recognizing that the “class-of-one” theory is generally not used in employment contexts due to the subjective nature of employment decisions, see Engquist v. Oregon Dep‘t of Agric., 553 U.S. 591, 594, 606-608, 128 S.Ct. 2146, 170 L.Ed.2d 975 (2008)(holding that the “class-of-one” equal protection theory has no place in the public employment context), the magistrate judge nonetheless found that because Umani was not permitted to return to work upon a finding of “not guilty” in accordance with prison policy,5 but instead was re-evaluаted with the intent of causing his termination, there was sufficient evidence to overcome any presumption that the defendants’ conduct was rational.
To state a claim under the “class-of-one” theory, Umani must allege that he “has been intentionally treated differently from others similarly situated and that there is no rational basis for the difference in treatment.” Olech, 528 U.S. at 564, 120 S.Ct. 1073. Umani must show that he was similarly situated in all relevant respects. See Ercegovich, 154 F.3d at 352. He must also show that the adverse treatment he experienced was “so unrelated to the achievement of any combination of legitimate purposes that the court can only conclude that the government‘s actions were irrational.” Warren v. City of Athens, 411 F.3d 697, 710-11 (6th Cir.2005)(quoting Kimel v. Fla. Bd. of Regents, 528 U.S. 62, 84, 120 S.Ct. 631, 145 L.Ed.2d 522 (2000)). This showing is made either by negating every conceivable reason for the government‘s actions or by demonstrating that the actions were motivated by animus or ill-will. Id. at 711.
In his complaint, Umani alleges that he and another African-American prisoner were both terminated from their employment after a finding of “not guilty” on the grounds that they had “violated the integrity of the kitchen,” whereas other prisoners who had been fired for stealing were allowed to return to work. Evеn assuming that this allegation is true, it does not show that Umani was treated differently than similarly-situated prisoners, but instead establishes that he received the same treatment as another prisoner accused of violating the kitchen‘s integrity. There is no evidence to support Umani‘s argument that stealing is similar to “violating the integrity of the kitchen” in the overall scheme of prison security. In fact, Green testified that while stealing a hot dog, being late to work, and leaving an assignment are all “minor misconducts,” leaving an assignment is the most serious of the three. There is no evidence that Umаni was treated differently than similarly-situated prisoners who were accused of violating kitchen integrity and found “not guilty” of minor misconduct.
There is also evidence that the decision to terminate Umani‘s employment in light of his conduct was related to the achievement of the legitimate purpose or goal of prison security. Defendants presented evidence that a prisoner must have permis-
C. Conspiracy Claim
To state a claim for relief under
In order for Umani to defeat defendants’ claim for qualified immunity, he must first establish that a constitutional right was violated. Since we have concluded that Umani has failed to allege facts or to provide evidence sufficient to establish that a race-based or class-of-one equal protection violation was committed by the defendants, his conspiracy claim under
IV. Conclusion
In accordance with the foregoing, the decisions of the district court of July 13, 2009, 2009 WL 2143791, аnd February 2, 2010, denying the April 23, 2009, motion for summary judgment filed by defendants Wolfenbarger, Scott, Ignasiak and Green are REVERSED, and the case is remanded with instructions to enter final judgment in favor of these defendants on all of Umani‘s claims.