 |
 |
to fill out a simple form to connect to Employee Leasing Services in your area.
|
|
|
|
|
DeCamp v. Dollar Tree Stores6/14/2005
osition with the company, and advised her that she needed to relax. The plaintiff replied that she could not relax with someone yelling at her, and she began to cry. Braz then attempted to console her by telling her she was a good manager with a bright future in the company, and also attempted to joke around and make light of the situation.
When the store's bathroom facilities flooded in November 2000, plaintiff was unable to seek authorization to hire a plumber because she did not have the home office's phone number. The plaintiff could not call another store to get the number because Braz was using the phone, so she proceeded to do other work in the store. Braz then asked plaintiff whether she had called for authorization; she said she had not because he was on the phone. In front of co-workers and customers Braz told plaintiff that "anyone with half a brain could've gotten that done by now" and screamed that he would do it himself.
In December 2000, Braz kicked over a register full of money in the back office in front of plaintiff and another co-worker. After the co-worker ran from the office crying, Braz ordered plaintiff to clean up the money. While plaintiff picked up the money on the floor, Braz stood over her and laughed.
In late December 2000, plaintiff sought medical treatment. A psychiatrist diagnosed her with a major depression, which in his opinion was "related to a demanding, abusive and deteriorating relationship with her immediate supervisor." He treated her symptoms with individual psychotherapy and a prescription for Paxil. The doctor concluded that plaintiff's symptoms had cleared and that she could return to work for an employer other than Dollar Tree on June 14, 2001.
Soon after beginning treatment, plaintiff called Dravenstott in human resources to complain about Braz's behavior. Dravenstott then conducted "a thorough field investigation" of Braz. The investigation revealed some general negative comments about Braz's treatment of associates; it uncovered no documentation of mistreatment of females specifically. In her deposition, Dravenstott acknowledged that, in the course of her investigation into plaintiff's complaint, she did not ask other employees about Braz's treatment of plaintiff. After this investigation, Braz attended three to four hours of antidiscrimination training.
Dollar Tree initially granted plaintiff six weeks of medical leave. During that leave, plaintiff and Dravenstott discussed plaintiff's future with Dollar Tree. The plaintiff testified in her deposition that she suggested different solutions that would have allowed her to return to work. Dravenstott informed her that her leave expired on February 2, 2001, and that when she returned to Dollar Tree she would be working for Braz. The plaintiff followed her doctor's instructions and did not return to work. Dollar Tree sent plaintiff a letter dated February 6, 2001, informing plaintiff that her failure to return to work was being considered a "voluntary resignation."
The plaintiff first filed a discrimination claim with the Rhode Island Commission for Human Rights. After waiting the requisite period of 120 days pursuant to G.L. 1956 ยง 28-5-24.1, plaintiff brought an employment discrimination lawsuit against defendants in Superior Court, based on the Rhode Island Fair Employment Practices Act, G.L. 1956 chapter 5 of title 28, and the Rhode Island Civil Rights Act, G.L. 1956 chapter 112 of title 42. She alleged that Braz's inappropriate treatment constituted sex discrimination, and Dollar Tree's decision to terminate plaintiff while she was on medical leave constituted disability discrimination. After the completion of discovery, defendants brought a mo
Page 1 2 3 4 5 6 7 8 Rhode Island Employee Leasing Services
Employee Leasing Services
|
| |
to fill out a simple form to connect to Employee Leasing Services in your area.
|
|