# DeAbreu v. Tyco International PLC

> District Court, E.D. New York · September 27, 2021

URL: https://www.frixlaw.com/law-library/cases/10306913

## Case

- **Court:** District Court, E.D. New York
- **Decided:** September 27, 2021
- **Opinion:** 100trialcourt
- **Cited by:** 0 later opinions in the Frix Law Library

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## Opinion text

UNITED STATES DISTRICT COURT For Online Publication Only CLERK

EASTERN DISTRICT OF NEW YORK 2:43 pm, Sep 27, 2021

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U.S. DISTRICT COURT
VANESSA DE ABREU,
EASTERN DISTRICT OF NEW YORK

LONG ISLAND OFFICE
Plaintiff, MEMORANDUM & ORDER
18-CV-2686 (JMA)(ARL)
v.

JOHNSON CONTROLS FIRE PROTECTION LP
and BRIAN KANNETT,

Defendants.
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APPEARANCES:
David H. Green, Esq. and Christine Malafi, Esq.
Attorneys for Plaintiff
Campolo, Middleton & McCormick, LLP
4175 Veterans Memorial Highway, Suite 400
Ronkonkoma, New York 11779

Brian D. Lee, Esq. and Jennifer Rygiel-Boyd, Esq.
Attorneys for Defendant Johnson Controls Fire Protection LP
Ogletree, Dakins, Nash, Smoak & Stewart, P.C.
599 Lexington Avenue, 17th Floor
New York, New York 10022

Jason L. Abelove, Esq.
Attorney for Defendant Brian Kannett
Law Office of Jason L. Abelove, P.C.
666 Old Country Road, Suite 303
Garden City, New York 11530

AZRACK, District Judge:
Plaintiff Vanessa DeAbreu (“Plaintiff” or “DeAbreu”) commenced this action against her
employer, Defendant Johnson Controls Fire Protection LP (“JCFP”), and co-worker Brian
Kannett1 (“Kannett”) (collectively “Defendants”)2 asserting four causes of action: gender
discrimination and harassment/hostile work environment against JCFP in violation of both Title
VII of the Civil Rights Act of 1964 (“Title VII”) , 42 U.S.C. § 2000e et seq., and the New York
State Human Rights Law (“NYSHRL”), N.Y. EXEC. L. § 290 et seq., intentional infliction of
emotional distress (“IIED”) under state law against all Defendants, and false imprisonment under

state law against Kannett. Currently before the Court are motions for summary judgment filed by
Defendant Kannett, see ECF No. 43, and JCFP. See ECF No. 44. JCFP has also moved for leave
to file certain exhibits to its motion under seal. See ECF No. 45. For the reasons set forth below,
the motions are granted in part and denied in part.
I. BACKGROUND
A. Factual History3
1. The Parties
Defendant JCFP sells fire suppression systems to government and commercial customers.
According to JCFP, it was previously known as SimplexGrinnnell LP prior to a corporate merger

1The Court uses the spelling of Kannett’s first name from the complaint, noting that, in various places throughout the
parties’ submissions, it is alternatively spelled “Bryan.”

2 Defendants Tyco International PLC, Johnson Controls Inc., and Johnson Controls International PLC were dismissed
from this action. See ECF No. 23. In addition, the parties have agreed that “Johnson Controls Fire Protection LP,
f/k/a SimplexGrinnell LLP, is the proper employing entity/corporate defendant.” Id. The Clerk of the Court is directed
to amend the caption as indicated above.

3The facts, which are undisputed unless otherwise noted, are drawn from: JCFP’s Separate Statement of Material Facts
(“Def. 56.1 Stmt”), ECF No. 44-1; Plaintiff's Statement Controverting Defendants’ Statement of Material Facts
Pursuant to Local Civil Rule 56.1 (“Pl. 56.1 Resp.”), ECF No. 44-17; Plaintiff’s Counter/Additional Statement of
Facts (“Pl. 56.1 Stmt.”), ECF No. 44-17; JCFP’s Response to Plaintiff’s Separate Statement of Additional Material
Facts (“Def. 56.1 Resp.”), ECF No. 44-33; the Certification of Jennifer Rygiel-Boyd in Support of Defendant’s
Summary Judgment Motion (“Rygiel-Boyd Cert.”), ECF No. 44-3, and exhibits thereto; and the Certification of David
H. Green in in Opposition to Defendants’ Motions for Summary Judgment (“Green Cert.”), ECF No. 44-18, and
exhibits thereto. Kannett has not provided a separate Rule 56.1 statement, but instead attaches and “refers the Court
to the Defendants’ joint FRCP 56.1 statement for a full recitation of the facts of this case.” See Kannett Memorandum
of Law in Support (“Kannett Mem.”), ECF No. 43-1 at 1.
between that company’s parent company, Tyco International, and JCFP’s parent company,
Johnson Controls, Inc. It maintains an office in Hauppauge, New York. Def. 56.1 Stmt ¶2.
Plaintiff began working at the company’s Hauppauge office in May 2013 as a Systems Intake
Review Representative or Systems Integrity Representative. Def. 56.1 Stmt ¶3. The job is a sales
position that requires contact with customers and providing quotes for work. Id. ¶4. Kannett also

worked for JCFP as a sales employee, although Plaintiff disputes that they worked “similarly.”
Compare id. ¶5 with Pl. 56.1 Resp. ¶5. Both DeAbreu and Kannett maintained offices at the
Hauppauge location during the events leading to this litigation. Def. 56.1 Stmt ¶6. Id.
JCFP has an Equal Employment Opportunity/Affirmative policy and a Harassment Free
Workplace policy, both of which contain procedures for employees to file internal complaints of
harassment and/or discrimination. Def. 56.1 Stmt ¶¶8-10. DeAbreu completed Vital Values
training which included training on the policies and complaint procedures. Id. ¶12.
2. The 2013 Incident4
In 2013, DeAbreu went on a sales call with Kannett to Good Samaritan Hospital. Pl. 56.1

Stmt ¶4; Plaintiff’s Deposition (“Pl. Dep.”) at 148:2-4, Green Cert. Ex. 1, ECF Nos. 44-19, 44-
20.5 According to DeAbreu, as they were getting into the car to leave after the sales call, Kannett
pulled off to a side parking lot “and he said he wanted me to watch him jerk off. And I said
‘Absolutely not, that’s disgusting,’ and he told me he would leave me in the parking lot and I said
that I really didn’t care.” Pl. Dep. at 148:12-20. Kannett drove her back to the office. Def. 56.1
Stmt ¶27.

4 The event that occurred at some unspecified time in 2013 as set forth in this section will hereinafter be called the
“2013 Incident.”

5 Citations to the deposition transcripts referenced in this Order are to the full transcripts provided by Plaintiff rather
than the excerpted pages provided by JFCP, and indicate the page and line numbers therein.
Plaintiff complained about this incident to Daisy Aspromonti, a former HR Manager, Def.
56.1 Stmt ¶28, but she did not remember talking with anyone else about the incident. Pl. Dep.
154:3-6. Aspromonti said she would talk to Kannett, id. at 149:11-13, and later told Plaintiff that
“she took care of it.” Id. at 153:12. Kannett disputes that the 2013 Incident happened and testified
that he was never asked about it by anyone at the office. Kannett Dep. 43:12-16. Neither party

has submitted an affidavit or sworn testimony from Aspromonti, who is no longer employed by
JCFP.
Plaintiff did not file a charge with the EEOC regarding the 2013 Incident. She testified
that she was not involved in any sexual harassment events with Kannett between the 2013 Incident
and an incident that occurred on May 15, 2017. 6 Pl. Dep. 154:21-23.
4. The 2017 Incident
Plaintiff commenced a sale to a customer, Blue Lynx, located in Yaphank. Pl. Dep. 155:4-
24. The fire marshal required something additional that Plaintiff “didn’t have the capability of
selling.” Id. at 155:18-21. She notified a manager, James Contrada, that she needed someone to

assist her on the sale and he assigned Kannett. Id. at 166:9-14. Plaintiff told Contrada that she did
not want to work with Kannett, that she did not feel comfortable with him, and that he makes
inappropriate comments. Id. at 168:5-6, 17-20. She did not go into any detail about the nature of
the comments. Id. at 167:7-8. Contrada told her she had to team with Kannett and that it’s “part
of the job.” Id. at 166:18-19.
On May 15, 2017, DeAbreu and Kannett drove, in Kannett’s car with Kannett driving,
from the office in Hauppauge to and from Blue Lynx’s facility in Yaphank. They agree that on

6 The incident that took place on May 15, 2017 will be referred to hereinafter as the “2017 Incident.”
the way to Blue Lynx, Kannett asked if they could stop at DeAbreu’s house for lunch and DeAbreu
declined. Def. 56.1 Stmt ¶14.
After visiting the customer, they returned to Kannett’s car, with Kannett again driving and
DeAbreu in the passenger seat. They exited the parking lot at about 12:24 p.m. and headed toward
the Long Island Expressway (“LIE”). Def. 56.1 Stmt ¶15. Plaintiff states that the following

exchange took place:
We were driving back and he said, as we were pulling onto the
highway, “Hey, I want you to watch me play with my balls.” I was
like, “That’s disgusting. Absolutely not. I am not watching you
play with your balls.” He’s like, “I am not asking you to touch it or
them, I am just asking you to watch.” And I said, “You need to stop,
this is like inappropriate.
Pl. Dep. at 188:24-198:11. They then had an exchange in which: (1) Kannett asked her how the
sales call went, (2) DeAbreu responded, (3) Kannett said “You’re an idiot,” and (4) she replied
“Don’t call me an idiot. I don’t appreciate that.” Id. at 186:18-187:13. Kannett then repeated his
request to watch him play with his balls, and Plaintiff asked to be let out of the car. Id. at 189:21-
24. Even though they were on the LIE, Plaintiff said Kannett could pull right over “because I lived
right close there” and that she could walk home or to Target or Sam’s Club or have her boyfriend
pick her up. Id. at 190:2-10. Plaintiff asserts that Kannett refused to let her out of the car, saying
he couldn’t let her go because she would tell somebody and “it would ruin him.” Id. at 455:9-11.
Kannett testified that DeAbreu asked to be driven home, but did not ask to be let out by the side
of the road, in a parking lot, or at a friend’s house. Kannett Dep. 31: 2-10.
After Kannett’s comments and Plaintiff’s request to be let out of the car, Plaintiff did not
call anyone, Pl. Dep. 194:2-4, but she received a call from a fellow employee, Dave Jolly. Id. at
195:9. Plaintiff testified that she was hysterical, and that Jolly was unable to understand what she
was saying, so she hung up and began texting him. Id. at 453:12-17. She wanted Jolly “to know
that threats were being made to me. I wanted somebody to know because I was scared I wasn’t
going to make it back to the office.” Id. at 195:9-15. She sent the following text: “In the car with
Bryan, he was telling me how mean I am and stuff. Then after he asked me what I was getting out
of the meeting and he called me an idiot.” Id. at 203:3-7. She also texted “he won’t let me out.”
Id. at 205:2-3. She did not reference the inappropriate sexual comments, noting at her deposition

that she “wasn’t putting that in writing.” Id. at 203:12-17. DeAbreu testified that she did not call
her direct supervisor because Kannett “was threatening me that he wasn’t going to let me tell
anybody, so I was too scared to call anybody and say anything because I didn’t know what he was
going to do.” Id. at 195:21-25.
Meanwhile, Kannett was attempting to call management on his phone, but was not reaching
anyone and, according to Plaintiff, “was just getting more and more angry.” Pl. Dep. 197:4-12.
The entire time, Plaintiff was “begging him to let me out of the car and he was threatening me, and
I told him that if he let me out I won’t tell anybody.” Id. at 197:13-16. Kannett left a message for
Jim McFadden, a supervisor, and finally made contact with someone at the office who Plaintiff

later learned was Doug Milne. Id. at 199:9-14. Milne indicated that Kannett should not take
DeAbreu home and said that Kannett should return to the office. Kannett Dep. 66:22-25. Milne
later said that he didn’t hear anything from DeAbreu during the conversation with Kannett and
didn’t realize she was in the car with him. DeAbreu states that she did not call out or scream
because “I was afraid for my life at the time. I wasn’t going to make a person threatening my life
more angry.” Pl. Dep. at 200:8-11.
Kannett did not stop to let DeAbreu out, but drove directly to the office. Upon arrival,
Kannett did not restrain DeAbreu in the car; she jumped out, ran into the office, and asked someone
to find a manager. Pl. Dep. 461:7-15. She told a co-worker about the incident and also spoke with
Human Resources Manager Sarah Hodes. Def. 56.1 Stmt ¶24; Pl. 56.1 Resp. ¶24. DeAbreu then
left the office.
In the meantime, Kannett unsuccessfully tried to see Milne, then went to McFadden.
Kannett Dep. 73:8-24. McFadden called Hodes, and Kannett reported the incident to her. Id. at
74:2-5. At approximately 1:54 p.m. on May 15, 2017, shortly after the incident, Kannett, acting

on a suggestion from Hodes sent the following e-mail to DeAbreu:
Good Afternoon Vanessa
I wanted to take a minute to thank you for attending the sales call
with me today at Blue Lynx. It was clear throughout the meeting
that your connection with the customer is a critical component to
our continued relationship and success.
I understand that my comment in car today upset you, and while I
apologized at the time, I want to apologize again.
You are a talented sales partner and I look forward to continuing to
work with you in the future.
Def. 56.1 Stmt ¶42; Kannett Dep. at 76:5-16.
On May 16, 2017, DeAbreu filed a report with the police. Police Statement, Rygiel-Boyd
Cert., Ex. G. According to her statement, DeAbreu and Kannett were near exit 62 of the LIE when
she asked him to let her out of the car and he sped up, was going “really fast,” and started to
swerve. She further referenced the 2013 Incident and said she “never reported the incident”
because she was “told that it was pointless because Bryan was a top sales employee and he would
never get into trouble.” Id. She concluded that Kannett “needs to be arrested for what he did to
me, this cannot happen to any one else.” Id. Kannett was arrested at work a week after the 2017
Incident. Kannett Dep. 115: 19-22. At the station, Kannett was told he’d been arrested for
unlawful imprisonment. Id. at 116:12-16. Three or four weeks after the arrest, Kannett was served
with a restraining order. Id. at 94:17-95:3. At some unspecified time later, Kannett took a plea to
disorderly conduct. Id. at 50:25-51:3.
Immediately after the incident, DeAbreu worked from home. DeAbreu contends that she
was made to work from home while Kannett was permitted to remain in the office, see Pl. 56.1
Stmt. ¶25, while JCFP argues that it was DeAbreu who indicated that she would be unable to work

because of the incident and only asked to return to the office after a week. See Def. 56.1 Resp.
¶25.
Plaintiff contends that Kannett made the comments, yelled at her and threatened her, but
conceded that he did not touch her. Pl. Dep. 206:17-23. Kannett admits calling DeAbreu an idiot,
but disputes making the other statements. He also admits that DeAbreu asked to be let out of the
car while they were on the LIE.
5. JCFP Investigation and Action
Hodes led the investigation into the 2017 Incident. Def. 56.1 Stmt ¶25. During the
investigation, Hodes: (a) spoke with Plaintiff on multiple occasions; (b) interviewed Kannett twice;

(c) spoke with Milne, the manager Kannett called from the car; (d) spoke with Jolly and reviewed
the text messages he had exchanged with DeAbreu; (e) interviewed McFadden; and (f) interviewed
“several females in the office” who denied having had any sexual harassment issues with Kannett.
See Pl. 56.1 Resp. ¶¶25, 26, 29, 32–35.
Hodes testified as follows regarding the strategy she employed in questioning both
DeAbreu and Kannett:
Q: During the course of this investigation, if any parts of Brian’s
and Vanessa’s story didn’t match up, did you ever ask the other one
about what the first one said?
A: I don’t recall specifically in what order. As I said, I talked to
Vanessa many times. I talked to Brian a few times. I don’t recall if
I specifically questioned that piece.
Q: Were there any pieces [of their stories] that you questioned? Did
you ever go to Vanessa and say, you know, Brian says or somebody
else says this but you say that, to you have any explanation for that?
Did you ever say that to Vanessa?
A: I don’t believe.
Q: And vice versa to Brian. If Vanessa said something that Brian
didn’t say, did you ever go to Brian and say what’s the deal?
A: When I did talk to Brian about the specific allegations about the
genitalia conversation, I said, did you make any inappropriate
comments, and he said I just called her an idiot. And I said, is there
anything – as she now relayed to me that there was more to the story
– I asked was there anything specific to your genitalia or body parts?
And he said, oh no, no, that didn’t happen. I think that’s the only
thing I really challenged him about.
Hodes Dep. 219:4-220:6. Hodes did not question Kannett about his alleged statements regarding
damage to his career or personal life, noting that she already had his statement “from his
perspective.” Id. at 218:21-22.
During Hodes’s investigation, one of the female employees reported that Kannett had made
an inappropriate remark to her on one occasion several years earlier, but that after that employee
told him to stop, he apologized and did not repeat the conduct. Def. 56.1 Stmt ¶35. That incident
was resolved by the employee and Kannett, and no complaint was lodged with Human Resources.
Id.7 Hodes was unsure if she spoke with Contrada about his conversation with DeAbreu prior to
the car ride, but acknowledged that no such conversation was documented in her notes or in the
final report. Hodes Dep. 240:9-20. Hodes found no evidence of a formal complaint regarding the
2013 Incident, but noted that not all complaints are required to be entered into the digital system.
Id. at 75:18-19; 176:14-15; 188:14-17.

7 The incident between this other female employee and Kannett was not reflected in Hodes’ final report. Hodes
characterized this omission as “my mistake,” but insisted that this incident was still “factored in” to the investigation.
Hodes Dep. 251: 20-25.
In July 2017, Hodes submitted her Concluding Report (the “Report”) to the Compliance
Committee in which she concluded that the allegations of “inappropriate comment and refusal to
allow Vanessa out of the vehicle have been substantiated,” and that the allegation “of sexual
misconduct cannot be substantiated.” Report at 1, Rygiel-Boyd Cert., Ex. J. The Report indicates

that as a disciplinary action, Kannett was issued a written warning, and that Kannett was
transferred as a preventative action. Id. As to the unsubstantiated sexual misconduct allegation,
--
Hodes made the following findings:
that claim was not substantiated through any interview or
investigation findings except for the statement from Vanessa
herself. Bryan has a long tenure with Tyco and credible reputation
within the organization, his statement of denial of these allegations
is found to be trustworthy and consistent with known facts.
Vanessa’s statement and allegations of Bryan’s misconduct and
behaviour while in the car varied between interviews. In addition,
Vanessa’s own interaction, texting a co-worker, during the incident
does not make mention of sexual misconduct as was reported, only
inappropriate language and Bryan’s refusal to let Vanessa out of the
vehicle on the expressway. . .
Report at 4.
At the conclusion of the investigation in July 2017, Kannett was issued a written warning,
which stated in pertinent part as follows:
During the course of an investigation into an incident in your
company vehicle on May 15, 2017, it was found that you acted in a
manner not condoned by Tyco’s Guide to Ethical Conduct.
Specifically, using language in a manner that was unprofessional,
calling a peer an “idiot.”
This behavior is not acceptable and prohibits our ability to foster a
positive work environment for the team. Additionally, the incident
noted above is not in compliance with stated policies and
procedures.
Further violations of stated company policies may result in
disciplinary action up to and including termination.
Rygiel-Boyd Cert., Ex. K.
It is undisputed that there has been no contact between DeAbreu and Kannett since the
2017 Incident, and that Kannett was transferred to the Syosset office while DeAbreu remained in
Hauppauge. DeAbreu questions whether Kannett’s transfer was disciplinary. In addition to the
preventative action of transfer noted in the Report, Hodes testified that Kannett was transferred to

the Syosset location “as a result of this investigation,” Hodes Dep. 287:13-14. Kannett’s badge
was still active for the Hauppauge office for evenings and weekends, but he needed to get approval
from a manager if he needed to be in that office, id. at 287:15-24. According to Hodes, Kannett
was assigned to the Syosset office during the investigation and “that became permanent at the end
of this investigation,” id. at 288:14-17, and that the move was made to accommodate DeAbreu’s
safety concerns. Id. at 288:20-24. Kannett testified that he was never told that he was transferred
to Syosset to keep him separated from DeAbreu, Kannett Dep. 94:11-16, and that “[t]he concept
of me was to go to [Syosset] and help integrate sales between” the Syosset and Hauppauge offices.
Id. at 16:15-21.
6. Other Alleged Incidents at the Hauppauge Office

When asked at her deposition if, other than the 2013 and 2017 incidents with Kannett, there
were “any other comment or thing that’s been done to you and directed at you that you claim
constitutes sexual harassment upon which you’re relying in this lawsuit,” Plaintiff responded
“No.” Pl. Dep. 521:5-11. Nevertheless, Plaintiff’s papers contend that, in addition to the 2013
and 2017 Incidents, other incidents establish that JCFP’s Hauppauge office has a “sexually
charged” environment.
DeAbreu testified that she has been called a “bitch” by a co-worker—not Kannett. Pl. Dep.
at 306:17-22. DeAbreu also cites to other conduct that was not directed at her. Kannett admitted
that people in the office make sexual comments to each other and talk about how they look.8 Pl.
Opp/JCFP at 9.
At her deposition, Plaintiff also testified about the following incidents involving other co-
workers, but not Kannett:
• a male employee posted a video on his personal Facebook page of an
exchange during CPR training where one male employee commented to
another male employee “that’s why you don’t have a girlfriend,” and then
hit him in the groin;

• a male employee joked to a female employee, who was a close friend, by
holding a rubber band at chest/head level and saying “look I got a rubber”;

• an unidentified employee arranged “Beanie” toys on top of each other on a
female employee’s desk, which Plaintiff interpreted as being sexual in
nature.

Def. 56.1 Stmt ¶¶45-47. Plaintiff also maintains that other unspecified “sexually charged”
incidents occurred. See Pl. 56.1 Resp. ¶¶45-47. However, Plaintiff: (1) has not provided any
evidence regarding these, or any other, incidents: (2) does not argue that these incidents were
directed at her; and (3) has not suggested that complaints were filed about these incidents or that
management was aware of these incidents.
B. Procedural History
Plaintiff filed her complaint on May 7, 2018, asserting four causes of action. She claims
that she was discriminated against by JCFP by reason of gender, and subjected to a hostile work
environment in violation of Title VII and the NYSHRL. She further asserts state law claims of
IIED against both JCFP and Kannett, and false imprisonment against Kannett.

8 Kannett, however, also denied that people in office talked about sexual acts or about DeAbreu and her appearance.
Kannett Dep. at 109:21-110:9.
Kannett and JCFP have each moved for summary judgment on all claims. JCFP argues
that: (1) Plaintiff cannot establish a hostile work environment claim where (a) the claim is based
on two incidents, one of which is time-barred, occurring four years apart; and (b) the later incident
by itself was not sufficiently severe or pervasive to establish a hostile work environment claim;
(2) liability under Title VII or NYSHRL cannot be imputed to the employer based on conduct of

a co-worker; and (3) her IIED claim is barred because it arises from workplace conduct with no
claim of improper physical conduct. See JCFP Brief in Support of Motion (“JCFP Mem.”), ECF
No. 44-2. Kannett seeks judgment on the grounds that: (1) any claim for IIED arising from the
2013 Incident is time-barred; (2) the IIED claim as to the 2017 Incident fails because there is no
evidence of sexual battery or improper physical contact; and (3) there can be no false imprisonment
claim because DeAbreu voluntarily consented to ride in Kannett’s car. See Kannett Mem.
Plaintiff counters that there are questions of fact relating to seven issues: (1) the 2017
Incident and the interaction with Kannett; (2) why she was forced to be alone in a car with Kannett
despite reporting to a manager that she was not comfortable with it; (3) the reporting and handling

of the 2013 Incident; (4) whether or not Kannett was DeAbreu’s co-worker or her “de facto”
supervisor; (5) the completeness of JCFP’s investigation; (6) JCFP’s motive for moving Kannett
to a different office after DeAbreu’s complaints; and (7) whether the “general office culture”
allowed Kannett to “feel entitled to harass” DeAbreu. See Plaintiff’s Brief in Opposition (“Pl.
Opp/JCFP”), ECF No. 44-16.
II. LEGAL STANDARDS
A. Summary Judgment
“Summary judgment must be granted where the pleadings, the discovery and disclosure
materials on file, and any affidavits show ‘that there is no genuine dispute as to any material fact
and the movant is entitled to judgment as a matter of law.’” Brown v. Eli Lilly & Co., 654 F.3d
347, 358 (2d Cir. 2011) (quoting FED. R. CIV. P. 56(a)). In deciding a motion for summary
judgment, “the district court must resolve all ambiguities, and credit all factual inferences that
could rationally be drawn, in favor of the party opposing summary judgment and determine
whether there is a genuine dispute as to a material fact, raising an issue for trial.” McCarthy v. Dun

& Bradstreet Corp., 482 F.3d 184, 202 (2d Cir. 2007) (internal quotation marks omitted); see also
Amnesty Am. v. Town of W. Hartford, 361 F.3d 113, 122 (2d Cir. 2004) (the court must not
“weigh the evidence but is instead required to view the evidence in the light most favorable to the
party opposing summary judgment, to draw all reasonable inferences in favor of that party, and to
eschew credibility assessments” (internal quotation marks and citation omitted)).
“The moving party bears the burden of establishing the absence of any genuine issue of
material fact.” Zalaski v. City of Bridgeport Police Dep’t, 613 F.3d 336, 340 (2d Cir. 2010). If the
moving party satisfies its initial burden, “the burden shifts to the nonmovant to point to record
evidence creating a genuine issue of material fact.” Salahuddin v. Goord, 467 F.3d 263, 273 (2d

Cir. 2006). “A fact is material if it might affect the outcome of the suit under the governing law,
and an issue of fact is genuine if the evidence is such that a reasonable jury could return a verdict
for the nonmoving party.” Ramos v. Baldor Specialty Foods, Inc., 687 F.3d 554, 558 (2d Cir.
2012) (internal quotation marks omitted); see also Anderson v. Liberty Lobby, Inc., 477 U.S. 242,
248, 106 S. Ct. 2505, 2510, 91 L. Ed. 2d 202 (1986) (a motion for summary judgment should be
denied if “the evidence is such that a reasonable jury could return a verdict for the nonmoving
party”). All facts under consideration must be directly supported by admissible evidence. See
FED. R. CIV. P. 56(c).
The party opposing summary judgment must, however, “do more than simply show that
there is some metaphysical doubt as to the material facts” but rather “must come forward with
specific facts showing that there is a genuine issue for trial.” Matsushita Elec. Indus. Co. v. Zenith
Radio Corp., 475 U.S. 574, 586–87, 106 S. Ct. 1348, 89 L. Ed. 2d 538 (1986) (emphasis in
original) (internal quotation marks omitted); see also Niagara Mohawk Power Corp. v. Jones

Chem., Inc., 315 F.3d 171, 175 (2d Cir. 2003) (noting that “[c]onclusory allegations, conjecture,
and speculation ... are insufficient to create a genuine issue of fact” (internal quotation marks and
citation omitted)). “The mere existence of a scintilla of evidence in support of the [non-movant's]
position will be insufficient; there must be evidence on which the jury could reasonably find for
the [non-movant].” Hayut v. State Univ. of N.Y., 352 F.3d 733, 743 (2d Cir. 2003) (quoting
Anderson, 477 U.S. at 252) (alterations in original)). “When opposing parties tell two different
stories, one of which is blatantly contradicted by the record, so that no reasonable jury could
believe it, a court should not adopt that version of the facts for purposes of ruling on a motion for
summary judgment.” Scott v. Harris, 550 U.S. 372, 380, 127 S. Ct. 1769, 167 L. Ed. 2d 686

(2007).
Moreover, “[w]here the undisputed facts reveal that there is an absence of sufficient proof
as to one essential element of a claim, any factual disputes with respect to other elements become
immaterial and cannot defeat a motion for summary judgment.” Chandok v. Klessig, 632 F.3d
803, 812 (2d Cir. 2011); see also Celotex Corp. v. Catrett, 477 U.S. 317, 322–23, 106 S. Ct. 2548,
91 L. Ed. 2d 265 (1986) (holding that summary judgment is appropriate when the non-moving
party has failed to make a sufficient showing on an essential element for which it bears the burden
of proof).
With regard to summary judgment in employment discrimination cases specifically, the
Second Circuit has said that:
an extra measure of caution is merited in affirming summary
judgment in a discrimination action because direct evidence of
discriminatory intent is rare and such intent often must be inferred
from circumstantial evidence found in affidavits and depositions. . .
Nonetheless, summary judgment remains available for the dismissal
of discrimination claims in cases lacking genuine issues of material
fact.
Holtz v. Rockefeller & Co., 258 F.3d 62, 69 (2d Cir. 2001) (internal quotation marks and citations
omitted), abrogated on other grounds by Gross v. FBL Fin. Servs., 557 U.S. 167, 129 S. Ct. 2343,
174 L. Ed. 2d 119 (2009). Despite this caution, it is “beyond cavil that summary judgment may
be appropriate even in the fact-intensive context of discrimination cases.” Abdu-Brisson v. Delta
Air Lines, Inc., 239 F.3d 456, 466 (2d Cir. 2001); see also Holcomb v. Iona Coll., 521 F.3d 130,
137 (2d Cir. 2008) (“Even in the discrimination context, however, a plaintiff must provide more
than conclusory allegations to resist a motion for summary judgment”).
B. Title VII
Title VII makes it “an unlawful employment practice for an employer ... to discriminate
against any individual with respect to his compensation, terms, conditions, or privileges of
employment, because of such individual's race, color, religion, sex, or national origin.” 42 U.S.C.
§ 2000e–2(a)(1). “[T]he kinds of workplace conduct that may be actionable under Title VII . . .
include ‘[u]nwelcome sexual advances, requests for sexual favors, and other verbal or physical
conduct of a sexual nature.’” Redd v. New York State Div. of Parole, 678 F.3d 166, 175 (2d Cir.
2012) (alterations and omission in original) (quoting Meritor Sav. Bank, FSB v. Vinson, 477 U.S.
57, 65, 106 S. Ct. 2399, 91 L. Ed. 2d 49 (1986)). The statute’s prohibition includes “the creation
of a hostile work environment.” Vance v. Ball St. Univ., 570 U.S. 421, 133 S. Ct. 2434, 2441, 186
L. Ed. 2d 565 (2013). Claims of a hostile work environment are governed by the same standard
under both Title VII and the NYSHRL. See Summa v. Hofstra Univ., 708 F.3d 115, 124-25 (2d
Cir. 2013).9
To establish a hostile work environment claim, a plaintiff must show that her workplace
was “so severely permeated with discriminatory intimidation, ridicule, and insult that the terms
and conditions of her employment were thereby altered.” Desardouin v. City of Rochester, 708

F.3d 102, 105 (2d Cir. 2013). The standard “has both objective and subjective components: the
conduct complained of must be severe or pervasive enough that a reasonable person would find it
hostile or abusive, and the victim must subjectively perceive the work environment to be abusive.”
Littlejohn v. City of New York, 795 F.3d 297, 321 (2d Cir. 2015) (internal quotation marks and
citation omitted). In analyzing a hostile work environment claim, the court looks to the entire
record, assessing the totality of the circumstances, and “considering a variety of factors including
‘the frequency of the discriminatory conduct; its severity; whether it is physically threatening or
humiliating, or a mere offensive utterance; and whether it unreasonably interferes with an
employee’s work performance.’” Gorzynski v. JetBlue Airways Corp., 596 F.3d 93, 102 (2d Cir.

2010) (quoting Harris v. Forklift Sys., Inc., 510 U.S. 17, 23, 114 S. Ct. 367, 126 L.Ed.2d 295
(1993)).
Typically, “incidents must be more than episodic; they must be sufficiently continuous and
concerted in order to be deemed pervasive.” Alfano v. Costello, 294 F.3d 365, 374 (2d Cir. 2002)
(internal quotation marks and citation omitted). “However, there is neither a threshold magic

9 Plaintiff argues that a more permissive standard must be applied to her NYSHRL claim in light of amendments
made to that statute in 2019. See N.Y. EXEC. LAW § 300 (directing courts to construe the statute “liberally for the
accomplishment of the remedial purposes thereof, regardless of whether federal civil rights laws, including those laws
with provisions worded comparably to the provisions of [the NYSHRL] have been so construed”). The disputed
conduct at issue occurred prior to the change in the law, and “courts to date have held that the 2019 NYSHRL
amendments are not retroactive.” McHenry v. Fox News Network, LLC, 510 F. Supp. 2d 51, 69 (S.D.N.Y. 2020)
No persuasive argument compelling a contrary ruling has been presented, and therefore the NYSHRL standard in
existence prior to the amendments will be applied here.
number of harassing incidents that gives rise, without more, to liability as a matter of law, nor a
number of incidents below which a plaintiff fails as a matter of law to state a claim.” Howley v.
Town of Stratford, 217 F.3d 141, 154 (2d Cir. 2000) (internal quotation marks, alteration, and
citation omitted); see also Alfano, 294 F.3d at 379 (there is “no fixed number of incidents that a
plaintiff must endure in order to establish a hostile work environment claim”). While even a single

incident may create a hostile work environment, the incident must be “extraordinarily severe.”
Desardouin, 708 F.3d at 105; see also Faragher v. City of Boca Raton, 524 U.S. 775, 788, 118
S. Ct. 2275, 141 L. Ed. 2d 662 (1998) (“simple teasing . . . offhand comments, and isolated
incidents (unless extremely serious)” are generally insufficient to sustain a hostile work
environment claim). Furthermore, the plaintiff must also demonstrate that the conduct occurred
because of her protected state – in this case, her sex. See, e.g. Agosto v. New York City Dep’t of
Ed., 982 F.3d 86, 102 (2d Cir. 2020); see also Gorzynski, 596 F.3d at 102 (the court “must also
consider the extent to which the conduct occurred because of the plaintiff's sex”).
Prior to filing suit under Title VII, a plaintiff must first exhaust all administrative remedies

by filing an EEOC charge. See Chin v. Port Auth. of N.Y. & N.J., 685 F.3d 135, 146 (2d Cir.
2012). “In New York, the statute of limitations for filing a charge with the EEOC is 300 days.”
Odom v. Doar, 497 F. App’x 88, 89 (2d Cir. 2012). “[O]nly incidents that took place within the
timely [EEOC] filing period are actionable.” Nat’l R.R. Passenger Corp. v. Morgan, 536 U.S. 101,
114 (2002). The statute of limitations period “begins to run for each discrete discriminatory or
retaliatory act when each act occurs.” Levitant v. City of N.Y. Human Res. Admin., 625
F. Supp. 2d 85, 95 (E.D.N.Y. 2008).
Generally, each discrete discriminatory act is time barred if it is not filed within the
requisite period of time, even if it is related to a timely filed charge, as “[e]ach discrete
discriminatory act starts a new clock for filing charges alleging that act.” Morgan, 536 U.S. at 113.
The nature of a hostile work environment claims differs in that the defendant is alleged to have
engaged in one unlawful employment practice that persists over time through a series of repeated
acts rather than occurring on a particular day, through a discrete, individual act. In cases where
the plaintiff alleges a “‘continuous practice and policy of discrimination, . . . the commencement

of the statute of limitations period may be delayed until the last discriminatory act in furtherance
of it.’” Dimitracopoulous v. City of N.Y., 26 F. Supp. 3d 200, 211 (E.D.N.Y. 2014) (quoting
Gomes v. Avco Corp., 964 F.2d 1330, 1333 (2d Cir. 1992)). Thus, as long as one act occurs within
300 days of the filing of the EEOC complaint, the claim is timely, and liability may include all
acts that contribute to the hostile work environment, even those that occurred outside the 300-day
period. See Morgan, 536 U.S. at 105 (as hostile work environment claims cover conduct that
occurs “over a series of days or perhaps years and, in direct contrast to discrete acts, a single act
of harassment may not be actionable on its own,” the court may consider “the entire scope of a
hostile work environment claim, including behavior alleged outside the statutory time period”

(internal citation omitted)).
Where incidents occur outside the 300-day limitations period, “the nature of the claim
determines what consideration will be given to the earlier conduct.” McGullam v. Cedar Graphics,
Inc., 609 F.3d 70, 75 (2d Cir. 2010) (internal quotation marks and citation omitted). Ultimately,
whether the time-barred acts can be considered will depend on a determination of whether those
acts “are part of the same actionable hostile work environment practice.” Id., at 76 (internal
quotation marks and citation omitted).
III. DISCUSSION
A. Hostile Work Environment
To establish a hostile work environment claim, a plaintiff must establish: (1) that “the
harassment was sufficiently severe or pervasive to alter the conditions of the victim's employment
and create an abusive working environment,” and (2) “a specific basis exists for imputing the

conduct that created the hostile environment to the employer.” Dillon v. Ned Mgmt., 85
F. Supp. 3d 639, 655 (E.D.N.Y. 2015) (internal quotation marks omitted).
1. Severe or Pervasive
To satisfy the first element, a plaintiff “must establish that the harassing conduct was
“severe or pervasive”—not severe and pervasive. . . . The standard is disjunctive.” Dillon, 85
F. Supp. 3d at 655 (emphasis in original) (citing Pa. State Police v. Suders, 542 U.S. 129, 146, 124
S. Ct. 2342, 159 L. Ed. 2d 204 (2004)). She must demonstrate “either that a single incident was
extraordinarily severe, or that a series of incidents were sufficiently continuous and concerted to
have altered the conditions of her working environment.” Alfano, 294 F.3d at 374 (internal

quotation marks and citation omitted).
Turning to the 2013 Incident, Defendants argue that any claim arising from that occurrence
was not exhausted and is time barred. The Court agrees. Plaintiff did not file an EEOC charge
concerning the 2013 Incident, and the time for filing such a charge has long since passed. Despite
the similarity between the 2013 and 2017 incident, the earlier event is too remote in time, without
intervening conduct by Kannett, to warrant application of the continuing violation doctrine. See,
e.g., Bowen-Hooks v. City of N.Y., 13 F. Supp. 3d 179, 206 (E.D.N.Y. 2014) (finding “very
similar” conduct by same harasser to be discrete discriminatory acts and declining to apply
continuing violation theory, noting that “similarity alone is insufficient to render continuous what
is essentially two separate instances of alleged harassment separated by more than three years”).
Accordingly, Plaintiff has no cause of action for relief arising from the 2013 Incident. While that
incident is not actionable on its own, however, it may still have evidentiary value as time-barred
acts may be used as “‘background evidence in support of a timely claim’ of workplace
discrimination.” MacMillan v. Millenium Broadway Hotel, No. 09-cv-6053, 2011 WL 4357523,

at *5 (S.D.N.Y. Sept. 16, 2011) (quoting Morgan, 536 U.S. at 113)); see also McGullam, 609 F.3d
at 86 (Calabresi, J., concurring) (“alleged incidents that may not be considered for purposes of
establishing liability for a hostile work environment, because they occurred outside the limitations
period . . . nevertheless may be admissible and probative as background evidence to support a
claim based on alleged conduct that falls within the limitations period”). Additionally, as
discussed infra, the 2013 Incident—and Plaintiff’s testimony that she complained about the
incident to an HR employee—are still relevant to the question of whether JCFP can be held liable
for the 2017 Incident.
The Court now turns to the 2017 Incident, which was timely raised. Even in the absence

of pervasive conduct over time, a single, severe incident may raise a hostile work environment
claim sufficient to defeat summary judgment. JCFP suggests that a single incident of sexual
harassment may be sufficiently egregious to be “severe” only where there is physical contact
between the harasser and the victim. In support, it provides cases where a court, finding that the
conduct at issue was not sufficiently severe, merely noted that there was no physical contact. See,
e.g.. Sales v. YM & YMHA of Washington Heights & Inwood, No. 00 CIV. 8641, 2003 WL
164276, at *6 (S.D.N.Y. Jan. 22, 2003) (a co-worker’s comments regarding plaintiff’s appearance
and desirability as a husband do not objectively support a hostile work environment finding, noting
that incidents were neither severe or pervasive and “considering that [the co-worker] never touched
plaintiff in any inappropriate way or subjected plaintiff to a practice of verbal abuse”). Many of
the cases cited by JCFP stand for the proposition that persistent, unwanted attempts by a co-worker
to enter into a relationship with plaintiff do not necessarily constitute a hostile work environment.
See Clarke v. Pacifica Found., No. 07 CV 4605, 2011 WL 4356085, at *20 (E.D.N.Y. Sept. 16,
2011) (denying summary judgment on quid pro quo claim where there were questions of fact

regarding whether sexual relationship between employee and supervisor was consensual, but
granting summary judgment on the hostile work environment claim that was based on a month-
long “workplace flirtation,” a “demand” that Plaintiff visit Defendant’s hotel room, and a
“demand” that plaintiff accompany defendant to “discuss the ending of their ‘relationship,’”
finding those incident “not sufficiently severe or pervasive”); Feliciano v. Alpha Sector, Inc., No.
00 CIV. 9309, 2002 WL 1492139, at *8 (S.D.N.Y. July 12, 2002) (while co-worker’s conduct
“may well have breached the bounds of politesse,” his “alleged unwelcomed romantic overtures
towards [plaintiff],” including compliments, saying “he wanted to date her, attempt[ing] to hug
her, stat[ing] on one occasion that he wanted to ‘lay with’ [her], and, after having given her a ride

home, kiss[ing] her” are not actionable under Title VII); O'Dell v. Trans World Ent. Corp., 153 F.
Supp. 2d 378, 386 (S.D.N.Y. 2001) (no hostile work environment where alleged harasser, while
acting both as plaintiff’s co-employee and her supervisor, “repeatedly asked her out. . . made
comments about her appearance, sent her e-mails professing his love for her, called her at work
and at home, invited her to tour New York City with him, gave her three gifts, and played her a
song that she found offensive”), aff'd, 40 F. App'x 628 (2d Cir. 2002).
JCFP also cites a case in which the defendant employer was granted summary judgment in
a single-incident circumstance where a male employee “actually exposed his penis to the plaintiff.”
JCFP Reply Brief at 11, ECF No. 44-32 (citing Johnson v. Xerox Corp., 838 F. Supp. 2d 99, 106
(W.D.N.Y. 2011)). In that case, the female plaintiff was being trained as a cleaner by a male co-
worker, and while standing by the sinks in a “Closed for Cleaning” restroom, another male
employee came in and urinated in the urinal, exposing his penis in the process, telling plaintiff that
“in Europe cleaning ladies just clean around me.” Johnson, 838 F. Supp. 2d at 102. In granting
summary judgment for the defendant, the court found that the incident was not sufficiently serious,

noting, inter alia, that “Plaintiff does not allege any facts showing that the incident was physically
threatening or humiliating,” and that “[t]he urinating man did not intentionally expose himself
directly to her, but, rather, was indifferent to her presence by the sinks while he was at the urinals.”
Id. at 106. Despite JCFP’s characterization of the occurrence in Johnson as “obviously much more
severe” than Kannett’s conduct during the 2017 Incident, it is readily distinguishable since Plaintiff
here has alleged facts that may allow a jury to conclude that the conduct was directed specifically
at her and that she felt physically threatened by the words and actions of Kannett.
JCFP has not provided any case law supporting its suggestion that a single incident must
include touching to reach the necessary level of severity. Incidents of sexual harassment are not

amenable to being placed in neat buckets, and the lack of precedent setting forth a blanket rule
requiring physical contact is unsurprising given the requirement that this Court look to the entire
record and assess the totality of the circumstances. While physical contact, or the lack of such
contact, would certainly be a significant factor in assessing the severity of a harasser’s conduct,
it is not the only factor. In the current case, it is undisputed that no touching took place; however,
Defendant has not accorded any weight to the circumstances of the incident. Viewing the facts in
the light most favorable to Plaintiff, Kannett told Plaintiff—while they confined together in a car
on the highway— “Hey, I want you to watch me play with my balls. . . . I am not asking you to
touch it or them, I am just asking you to watch.” After Plaintiff objected, she was confined against
her will in a moving car traveling erratically and at a high rate of speed by an angry driver who
refused her repeated demands to be let out. A reasonable juror could, looking at the totality of
the circumstances, conclude that Kannett’s conduct was sufficiently egregious to establish
Plaintiff’s hostile work environment claim.10 Accordingly, a jury could conclude that this conduct
was sufficiently severe to constitute a hostile work environment.

Because the Court finds that the evidence concerning the 2017 Incident alone is sufficient
to defeat summary judgment, it is unnecessary to address the relevance of the other purported
“sexually charged” conduct—not involving Kannett—that Plaintiff also cites in support of her
hostile work environment claim.
2. Imputing Conduct to JCFP
The second element requires the plaintiff to establish “a specific basis . . . for imputing the
conduct that created the hostile environment to the employer.” Dillon, 85 F. Supp. 3d at 656
(internal quotation marks and citation omitted). Where the harasser is a “supervisor,” the employer
may be vicariously liable for that employee’s unlawful conduct. Vance, 570 U.S. at 431. “If the

harassing employee is the victim’s co-worker, the employer is liable only if it was negligent in
controlling working conditions.” Id. at 424.
a. Supervisory Liability
An employer may be liable for an employee’s actions where it empowered that employee
“to take tangible employment actions against the victim, i.e., to effect a ‘significant change in
employment status, such as hiring, firing, failing to promote, reassignment with significantly
different responsibilities, or a decision causing a significant change in benefits.’” Vance, 570 U.S.
431 (quoting Burlington Indus., Inc. v. Ellerth, 524 U.S. 742, 761, 118 S. Ct. 2257, 2268, 141 L.

10The Court need not, and does not, find whether Kannett’s conduct enacted in a non-restrictive environment, would
be severe enough as a matter of law to establish a Title VII violation sufficient to defeat a summary judgment motion.
Ed. 2d 633 (1998)). There is no evidence that Kannett had the authority to do any of these things.
In her opposition brief, Plaintiff notes that Kannett was a sales executive, “the highest level of
salesperson in the company,” Pl. Opp/JCFP at 17, and concludes that there is a material question
of fact because Kannett had commented on the work performances of others. Id. at 18. The
evidence for this conclusion is Kannett’s testimony regarding promotions in the Hauppauge office,

in which he stated that “[i]f I was asked a question if someone was doing a good job, I would
answer yes or no. But I never gave a written recommendation, no.” Kannett Dep, 90:13-17. As
to Plaintiff specifically, she offers that before the 2017 Incident, she sought Kannett’s advice from
time to time. Id. at 17. Thus, at most, the evidence shows that Kannett was able to offer verbal
recommendations, when asked. There is no evidence at all that he had supervisory power to take
action against any personnel, including DeAbreu. Accordingly, liability may not be imputed to
JCFP on this basis.
b. Adequacy of the Response to the 2013 Incident
Where the alleged harassment is perpetrated by a co-worker, a plaintiff must show that

the employer “either provided no reasonable avenue for complaint or knew of the harassment but
did nothing about it.” Willis v. Cty. of Onondaga, 710 F. App’x 47, 48 (2d Cir. 2018) (internal
quotation marks and citation omitted). Once the employer is aware of the conduct, it must take
reasonable steps to remedy a hostile work environment. “The standard for reviewing the
appropriateness of an employer’s response to co-worker harassment is essentially a negligence
one, and reasonableness depends among other things on the gravity of the harassment alleged.”
Summa, 708 F.3d at 125 (internal quotation marks and citation omitted). “Whether the company's
response was reasonable has to be assessed from the totality of circumstances. Factors to be
considered in this analysis are the gravity of the harm being inflicted upon the plaintiff, the nature
of the employer’s response in light of the employer’s resources, and the nature of the work
environment.” Distasio v. Perkin Elmer Corp., 157 F.3d 55, 65 (2d Cir. 1998).
“In the context of summary judgment, ‘[i]f the evidence creates an issue of fact as to
whether an employer’s action is effectively remedial and prompt, summary judgment is
inappropriate.’” Smith v. Town of Hempstead Dep't of Sanitation Sanitary Dist. No. 2, 798 F.

Supp. 2d 443, 454 (E.D.N.Y. 2011) (quoting Gallagher v. Delaney, 139 F.3d 338, 348 (2d Cir.
1998), abrogated on other grounds by Burlington Indus., 524 U.S. 742); see also MacMillan,
2011 WL 4357523, at *5 (“Because there are often material issues of fact about the promptness
and adequacy of an employer’s remedial efforts, summary judgment is frequently not
appropriate”); Sullivan v. Newburgh Enlarged Sch. Dist., 281 F. Supp. 2d 689, 707 (S.D.N.Y.
2003) (“[w]here a reasonable fact finder could conclude that an employer knew of harassment
and failed to address it (because he did not respond reasonably and adequately to each of the
incidents reported by a plaintiff), it is not appropriate for the court to make a determination as to
the liability of the defendant employer”).

Plaintiff argues that there is a question of fact as to whether JCFP was aware of the hostile
work environment prior to the 2017 Incident in light of her earlier complaint regarding the 2013
Incident. Plaintiff maintains that her complaint about similar conduct by Kannett in 2013 put JCFP
on notice of a hostile work environment and that JCFP took no remedial steps to fix the problem.
DeAbreu testified that she complained about the 2013 Incident to Aspromonti, a former
HR Manager. According to DeAbreu, Aspromonti said she would talk to Kannett, and later told
Plaintiff that “she took care of it.” DeAbreu Dep. at 149:11–13, 153:12. DeAbreu did not have
another issue with Kannett until the 2017 Incident.
Kannett, however, not only denied that the 2013 Incident ever occurred, but he also testified
that no one at the company ever spoke with him about DeAbreu’s complaint concerning this
alleged incident. Kannett Dep. 43:12-16. Thus, although Aspromonti may have told DeAbreu
that she would talk to Kannett and that “she took care of it,” a jury could credit Kannett’s testimony
and conclude that, in fact, Kannett was never informed of DeAbreu’s complaint and that the

company took no action in response to her complaint.
As discussed supra, the 2013 Incident is not actionable on its own and, thus, the extent of
JCFP’s investigation and response to the 2013 Incident remediation is not relevant to impute
liability to JCFP for the 2013 Incident. However, the evidence recounted above is germane to the
issue of notice to the company regarding Kannett’s inappropriate behavior and whether, after
DeAbreu’s complaint about the 2013 Incident, JCFP took reasonable steps to prevent future
inappropriate conduct by Kannett. Resolving all factual ambiguities in Plaintiff’s favor, she has
raised a material question of fact on this point. There are factual issues as to whether DeAbreu
complained about the 2013 incident to Aspromonti and whether JCFP took any action in response

to that complaint. If these factual disputes are resolved in DeAbreu’s favor, a jury could find that
JCFP acted negligently in response to DeAbreu’s 2013 complaint and that JCFP is liable for
Kannett’s similar conduct in 2017.
c. Adequacy of the Response to the 2017 Incident
Plaintiff also argues that JCFP can be held liable for the 2017 Incident because, after
DeAbreu complained about the 2017 Incident, JCFP’s response was inadequate. Plaintiff
contends, -in-te-r- a-li-a, that JCFP’s investigation into her complaint was flawed and inadequate and
that its response was also insufficient because, although Kannett was transferred, he was never
told that his transfer was due to DeAbreu’s complaint. It is unnecessary, for purposes of resolving
the instant summary judgment motion, for the Court to determine whether JCFP can be liable for
the 2017 Incident based on its subsequent response to that incident. As explained above, the
evidence concerning JCFP’s response to DeAbreu’s complaint about the 2013 Incident is
sufficient, on its own, to defeat summary judgment and raise a factual question as to whether
JCFP is liable for Kannett’s conduct in 2017.

C. State Law Claim -- IIED
Plaintiff asserts claims of IIED against both JCFP and Kannett. Under New York law, “a
claim for IIED requires a showing of ‘(i) extreme and outrageous conduct; (ii) intent to cause, or
disregard of a substantial probability of causing, severe emotional distress; (iii) a causal connection
between the conduct and injury; and (iv) severe emotional distress.’” Rich v. Fox News Network,
LLC, 939 F.3d 112, 122 (2d Cir. 2019) (quoting Howell v. N.Y. Post Co., 81 N.Y.2d 115, 612
N.E.2d 699, 596 N.Y.S.2d 350 (1993)). “New York sets a high threshold for conduct that is
‘extreme and outrageous’ enough to constitute intentional infliction of emotional distress.” Restis
v. Am. Coal. Against Nuclear Iran, Inc., 53 F. Supp. 3d 705, 729 (S.D.N.Y. 2014) (quoting Bender

v. City of N.Y., 78 F.3d 787, 790 (2d Cir. 1996)). The conduct must be “‘so outrageous in
character, and so extreme in degree, as to go beyond all possible bounds of decency, and to be
regarded as atrocious, and utterly intolerable in a civilized community.’” Brown v. Sears Roebuck
& Co., 297 A.D.2d 205, 212, 746 N.Y.S.2d 141 (N.Y. App. Div. 1st Dep’t 2002) (quoting Murphy
v. Am. Home Prods. Corp., 58 N.Y.2d 293, 303, 448 N.E.2d 86, 461 N.Y.S.2d 232 (1983) (internal
quotation marks and citation omitted)). It is a “highly disfavored [tort] under New York law” and
is “to be invoked only as a last resort.” Turley v. ISG Lackawanna, Inc., 774 F.3d 140, 158 (2d
Cir. 2014) (internal quotation marks and citations omitted; alteration in original). Further, the New
York Court of Appeals “has cautioned that a claim for IIED may not be sustainable ‘where the
conduct complained of falls well within the ambit of other traditional tort liability.’” Id. at 159
(quoting Fischer v. Maloney, 43 N.Y.2d 553, 557–58, 402 N.Y.S.2d 991, 373 N.E.2d 1215, 1217
(1978)).
The statute of limitations for claims of intentional infliction of emotional distress is one
year. See N.Y. CPLR §215(3); Berlin v. Jetblue Airways Corp., 436 F. Supp. 3d 550, 565

(E.D.N.Y. 2020). Thus, since any conduct occurring prior to May 7, 2017 is time-barred, the only
conduct for which a date has been provided that may support a timely claim is the 2017 Incident
involving Kannett.
1. IIED Claim against JCFP
In her opposition, Plaintiff argues that she may recover against JCFP on a respondeat
superior theory. Pl. Opp/JCFP at 21. “An employer may be liable for the torts of an employee,
provided the relevant behavior fell within the scope of employment.” Turley, 774 F.3d at 161.
However, “New York courts consistently have held that sexual misconduct and related tortious
behavior arise from personal motives and do not further an employer’s business, even when

committed within the employment context.” Swarna v. Al–Awadi, 622 F.3d 123, 144–45 (2d Cir.
2010) (citation omitted); see also Higgins v. Metro-North R. Co., 318 F.3d 422, 426 (2d Cir. 2003)
(“It is well settled that sexual harassment consisting of unwelcome remarks and touching is
motivated solely by individual desires and serves no purpose of the employer” (internal quotation
marks and citation omitted)); Girden v. Sandals Int’l, 262 F.3d 195, 205-06 (2d Cir. 2001) (noting
that “courts have held as a matter of law that an employer was not responsible for a sexual assault
committed by an employee because the attack was outside the scope of the employee’s duties”
(collecting cases)). Despite the fact that Kannett was returning from a sales call on company time
and driving in a company car, his alleged actions directed at DeAbreu clearly had no business
purpose but rather were personally motivated. As such, Plaintiff may not recover against JCFP on
a respondeat superior theory. JCFP’s motion for summary judgment on this cause of action is
granted.
2. IIED Claim against Kannett
“[A] claim for IIED may not be sustainable where the conduct complained of falls well

within the ambit of other tort liability.” Turley, 774 F.3d at 157; see also Moore v. City of N.Y.,
219 F. Supp. 2d 335, 339 (E.D.N.Y. 2002) (“In New York, intentional infliction of emotional
distress is a theory of recovery that is to be invoked only as a last resort, when traditional tort
remedies are unavailable”) (internal quotation marks and citation omitted)). Accordingly, “IIED
claims that are duplicative of other tort claims should therefore be dismissed.” McGrath v. Nassau
Health Care Corp., 217 F. Supp. 2d 319, 335 (E.D.N.Y. 2002). Where a plaintiff raises an IIED
claim based on facts supporting a false imprisonment claim, the IIED claim is properly dismissed
as duplicative. See McCarthy v. Roosevelt Union Free Sch. Dist., No. 15CV01468, 2017 WL
4155334, at *4 (E.D.N.Y. Sept. 19, 2017) (dismissing IIED claim “as a matter of law because it

overlaps with traditional tort theories of liability, namely, her false imprisonment claim” (internal
quotation marks and citation omitted)); Rubio v. Cty. of Suffolk, No. 01-CV-1806, 2007 WL
2993830, at *5 (E.D.N.Y. Oct. 9, 2007) (dismissing IIED on summary judgment as duplicative of
state tort claims for false arrest, false imprisonment, assault, and battery (collecting cases)). The
IIED claim against Kannett is also dismissed.
D. False Imprisonment Claim
Plaintiff asserts a state law claim for false imprisonment against Kannett only. Under New
York law, a plaintiff seeking to establish a false imprisonment claim must prove: (1) the defendant
intended to confine the plaintiff, (2) the plaintiff was conscious of the confinement, (3) the plaintiff
did not consent to the confinement, and (4) the confinement was not otherwise privileged. See
McGowan v. U.S., 825 F.3d 118, 126 (2d Cir. 2016). In his motion, Kannett argues that DeAbreu
consented to the confinement and that his refusal to pull over on the LIE to let her out was
“privileged” as such an act would violate state law prohibiting pedestrians on interstate highways.
Kannett Mem. at 9 (citing N.Y. VEH. & TRAFFIC LAW § 1229-a).

Kannett’s position is that Plaintiff entered his car voluntarily, and they drove directly from
the customer’s location in Yaphank to JCFP’s office in Hauppauge. Plaintiff does not dispute
these arguments, but contends that a passenger is confined when she is unable to safely leave the
vehicle, such as when it is moving. The case law provided by the parties is slight. Both cite a case
from Hawaii where the appellate court reversed a directed verdict for defendant, finding that a jury
could well have found “that her consent to go anywhere with the appellee [in his car] on the day
in question was limited to going to the store and back” or that the “limited consent had expired.”
Noguchi v. Nakamura, 2 Haw. App. 655, 657, 638 P.2d 1383 (Haw. Ct. App. 1982). Plaintiff
further cites a case applying Maryland law and affirming the setting aside of a jury verdict in

plaintiff’s favor for false imprisonment where she consented to travel in the vehicle with other
employees and there was no evidence that she “yielded to constraint of a threat, express or implied,
or to physical force.” Faniel v. Chesapeake & Potomac Tel. Co., 404 A.2d 147 (D.C. 1979).
DeAbreu clearly consented to ride in Kannett’s vehicle to return to the office; it is for a
jury to decide, however, whether the scope of that consent included Kannett’s alleged behavior, or
whether she effectively revoked her consent by demanding to be let out of the car. See generally
Faniel, 404 A. 2d at 153 (noting that “[o]f course, if the defendant goes beyond the implied consent,
and does a substantially different act, he will be liable. . . Whether the assent given was broad
enough to cover the invasion inflicted is a question of fact to be determined by the jury in doubtful
cases” (citations omitted)).
Kannett suggests in his memorandum of law that he was barred by New York state law
from acceding to DeAbreu’s request to be let out of the car on the highway. As Plaintiff points
out, however, Kannett has offered different reasons for his actions, including that Milne told him

not to let her out of the car, Kannett Dep. at 66:22-67:4, and, as he reported to Hodes, that he did
not feel “comfortable” leaving her on the highway when the office “was only a few minutes away.”
Report at 3. Furthermore, Kannett offers no reason why he could not have exited the highway at
some point before the exit for JCFP’s office and let her out, nor does he address why he did not
pull over and offer to let her out immediately upon taking the exit for the office. These
discrepancies raise additional questions best left to a jury.
E. Retaliation
Plaintiff notes that JCFP failed to address her retaliation claim in its motion papers. JCFP
responds that it did not address a retaliation claim because Plaintiff has never made one. Although

she suggests that the complaint “includes claims for discrimination, inclusive of retaliation,” Pl.
Opp/JCFP, at 19 n.1, she states no separate retaliation claim, and a review of the complaint shows
no language sufficient to put JCFP on notice that she was making such a claim. Anticipating this
determination, Plaintiff claims for the first time that she was retaliated against for raising the
complaint against Kannett regarding the 2017 Incident and “requests leave to replead given that
many of the retaliatory acts took place after the within lawsuit was filed.” -Id-. (emphasis in
original). Defendant JCFP argues that any retaliation claim is unexhausted, and that Plaintiff has
failed to demonstrate good cause to support an eleventh-hour amendment.
Plaintiff alleges the following retaliatory actions taken against her as a result of her
complaints:
 she was “subjected to comments by managers and co-workers that
they should ‘do something’ to her in order to get promoted”;

 she was “forced into a new role based on a lie, and not provided any
training or guidance”;

 she was told upon starting the new position “that she needed to find
a female mentor”;

 she “has been excluded and/or uninvited from essential meetings,
so that Kannett can attend”;

 she was told by a manager newly assigned to her that “he knew all
about her and knew she was going to be difficult”; and

 she had “business and commissions taken away without valid
explanation.”

Pl. Opp/JCFP at 19 (citations omitted).

Leave to amend a complaint “should be freely given when justice so requires,” FED. R.
CIV. P. 15(a)(2), but whether to grant or deny leave to amend lies in the sound discretion of the
court. See McCarthy, 482 F.3d at 200. Generally, a motion to amend should be denied “only for
reasons such as undue delay, bad faith, futility of the amendment or prejudice to the other party.”
Crippen v. Town of Hempstead, No. 07–CV–3478, 2013 WL 2322874, at *1 (E.D.N.Y. May 22,
2013); see Burch v. Pioneer Credit Recovery, Inc., 551 F.3d 122, 126 (2d Cir. 2008) (per curiam)
(“[M]otions to amend should generally be denied in instances of futility, undue delay, bad faith or
dilatory motive, repeated failure to cure deficiencies by amendments previously allowed, or undue
prejudice to the nonmoving party”). Nevertheless, where a court has issued a scheduling order
pursuant to Rule 16, such an order “may be modified only for good cause.” FED. R. CIV. P. 16(b).
Thus, “despite the lenient standard of Rule 15(a), a district court does not abuse its discretion in
denying leave to amend the pleadings after the deadline set in the scheduling order where the
moving party has failed to establish good cause.” Parker v. Columbia Pictures Indus., 204 F.3d
326, 340 (2d Cir. 2000).
By Scheduling Order dated October 23, 2018, Magistrate Judge Arlene R. Lindsay set a
deadline of January 11, 2019 “for joinder of additional parties or amendment of pleadings.”

Scheduling Order, ECF No. 26. The parties requested and received extensions of other deadlines
including the discovery deadline and the time for commencement of summary judgment motion
practice. See ECF Nos. 29, 31, 33; Elec. Orders of 4/5/19, 6/9/19, 7/15/19. There was no request,
however, to extend the deadline to amend the complaint. As the deadline for amendment passed,
it may be modified only for good cause shown. Plaintiff has presented no reason for the delay,
much less a reason that would satisfy this requirement. As an exercise of its discretion, the Court
denies Plaintiff’s request for leave to amend her complaint.11

11 In addition, Plaintiff has not provided a proposed amendment complaint, nor has she satisfactorily demonstrated
that amendment would not be futile. She has provided only conclusory statements regarding actions “taken” against
her at unspecified times by unidentified actors. These statements do not support a finding that any employment action
taken was materially adverse or that she was injured. See,e.g.,Rivera v. Rochester Genesee Reg’l Transp. Auth., 743
F.3d 11, 24-25 (2d Cir. 2014) (“The requirement of a materially adverse employment action reflects the principle that
Title VII does not protect an employee from all retaliation, but only retaliation that produces injury or harm” (internal
quotation marks and citation omitted)). Furthermore, to the extent any of the retaliatory conduct was perpetrated by
a co-worker, Plaintiff must prove that her employer “knew about but failed to take action to abate the retaliatory
harassment.” Brown v. Henderson, 115 F. Supp. 2d 445, 451 (S.D.N.Y. 2000), aff'd, 257 F.3d 246 (2d Cir. 2001).
There is no evidence that Plaintiff ever reported any of the alleged retaliatory conduct to JCFP.
IV. CONCLUSION
For all the foregoing reasons, (1) Defendant JCFP’s motion for summary judgment, ECF
No. 44, is granted as to the IIED claim and denied as to the Title VII and NYSHRL claims, and
(2) Defendant Kannett’s motion for summary judgment, ECF No. 43, is granted as to the IIED
claim and denied as to the false imprisonment claim.

SO ORDERED.
Dated: Central Islip, New York
September 27, 2021

/s/ (JMA)
Joan M. Azrack
United States District Judge

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Source: Frix Law Library, https://www.frixlaw.com/law-library/cases/10306913. Public record. Not legal advice.