Rodriguez v. BBB Industries, LLC

UNITED STATES DISTRICT COURT May 15, 2024

SOUTHERN DISTRICT OF TEXAS Nathan Ochsner, Clerk

MCALLEN DIVISION

ANTHONY RODRIGUEZ, §

§

Plaintiff, §

§

VS. § CIVIL ACTION NO. 7:23-cv-000102

§

BBB INDUSTRIES, LLC, §

§

Defendant. §

ORDER AND OPINION

The Court now considers “Defendant’s Motion for Summary Judgment.”1 Plaintiff has

responded2 and Defendant has filed a reply.3 After considering the motion, record, and relevant

authorities, the Court GRANTS summary judgment in favor of Defendant.

I. FACTUAL AND PROCEDURAL BACKGROUND

This is an employment case. Plaintiff Anthony Rodriguez alleges that during his time

employed by Defendant BBB Industries, LLC, he “was subjected to discriminatory animus,

disparate treatment and/or a hostile work environment on account of his age (52; DOB

06/16/1969), on account of his gender (male), on account of his race (Hispanic), on account of his

national origin (Mexican-American) and/or for engaging in protected activity.”4

This matter was originally filed in state court and removed by Defendant on the basis of

diversity jurisdiction.5 Plaintiff alleges violations “under the Texas Constitution and the Texas

1 Dkt. No. 18.

2 Dkt. No. 19.

3 Dkt. No. 20.

4 Dkt. No. 1-2 at 7-8, ¶ 6.1.

5 Dkt. No. 1.

Labor Code – specifically Section 21.001 et. seq. of the Texas Labor Code as well as the common

law of the sovereign State of Texas” and has “affirmatively aver[red] that he has not alleged any

federal cause of action.”6

II. DISCUSSION

a. Legal Standard

Federal Rule of Civil Procedure 56 provides that a court has the ability to grant summary

judgment when there is “no genuine dispute as to any material fact and the movant is entitled to

judgment as a matter of law.”7 The primary purpose of summary judgment “is to isolate and

dispose of factually unsupported claims or defenses” and should be interpreted to accomplish this

purpose.8

To earn summary judgment, the movant must demonstrate that there are no disputes in

regard to genuine and material facts and that the movant is entitled to summary judgment as a

matter of law.9 “[I]f the movant bears the burden of proof on an issue, either because he is the

plaintiff or as a defendant he is asserting an affirmative defense, he must establish beyond

peradventure all of the essential elements of the claim or defense to warrant judgment in his

favor.”10 The movant “bears the initial burden of . . . demonstrat[ing] the absence of a genuine

issue of material fact, but is not required to negate elements of the nonmoving party's case.”11 In

other words, a movant may satisfy its burden by pointing out the absence of evidence to support

the nonmovant’s case if the nonmovant would bear the burden of proof with respect to that element

6 Dkt. No. 1-2 at 7, ¶ 5.1.

7 FED. R. CIV. P. 56(a); see Bulko v. Morgan Stanley DW Inc., 450 F.3d 622, 624 (5th Cir. 2006).

8 Celotex Corp. v. Catrett, 477 U.S. 317, 323–24 (1986).

9 See Nebraska v. Wyoming, 507 U.S. 584, 590 (1993).

10 Fontenot v. Upjohn Co., 780 F.2d 1190, 1194 (5th Cir. 1986), quoted in Chaplin v. NationsCredit Corp., 307 F.3d

368, 372 (5th Cir. 2002); accord Bank of La. v. Aetna U.S. Healthcare Inc., 468 F.3d 237, 241 (5th Cir. 2006)

(holding that, if the movant intends to rely on an affirmative defense, “it must establish beyond dispute all of the

defense’s essential elements”).

11Lynch Props. v. Potomac Ins. Co., 140 F.3d 622, 625 (5th Cir. 1998).

at trial.12 To demonstrate the absence of a genuine dispute of material fact, the movant must point

to competent evidence in the record, such as documents, affidavits, and deposition testimony13 and

must “articulate precisely how this evidence supports his claim,”14 to “show that there is no

genuine issue as to any material fact and that the moving party is entitled to a judgment as a matter

of law.”15 If the movant fails to meet its initial burden, the motions for summary judgment “must

be denied, regardless of the nonmovant's response.”16 Accordingly, the Court may not enter

summary judgment by default,17 but may accept a movant’s facts as undisputed if they are

unopposed.18

If the movant meets its initial burden, the nonmovant “may not rest upon mere allegations

contained in the pleadings, but must set forth and support by summary judgment evidence specific

facts” that demonstrate the existence of a genuine issue for trial.19 The nonmovant’s demonstration

cannot consist solely of “[c]onclusional allegations and denials, speculation, improbable

inferences, unsubstantiated assertions, and legalistic argumentation”20 and a “mere scintilla of

12Celotex Corp., 477 U.S. at 325; see Pioneer Expl., L.L.C. v. Steadfast Ins. Co., 767 F.3d 503, 511 (5th Cir. 2014)

(quotation omitted) (“Summary judgment must be granted against a party who fails to make a showing sufficient to

establish the existence of an element essential to that party's case, and on which it will bear the burden of proof at

trial.”).

13 FED. R. CIV. P. 56(c)(1); see Pioneer Expl., L.L.C. v. Steadfast Ins. Co., 767 F.3d 503, 511 (5th Cir. 2014)

(quotation omitted) (“The movant . . . must identify those portions of the pleadings, depositions, answers to

interrogatories, and admissions on file, together with the affidavits, if any, which it believes demonstrate the absence

of a genuine issue of material fact.”).

14 RSR Corp. v. Int'l Ins. Co., 612 F.3d 851, 857 (5th Cir. 2010).

15 Celotex Corp., 477 U.S. at 322 (quoting FED. R. CIV. P. 56(c)).

16 Pioneer Expl., L.L.C. v. Steadfast Ins. Co., 767 F.3d 503, 511 (5th Cir. 2014) (quotation omitted).

17 Hibernia Nat’l Bank v. Administracion Central Sociedad Anonima, 776 F.2d 1277, 1279 (5th Cir. 1985).

18 Eversley v. MBank Dallas, 843 F.2d 172, 174 (5th Cir. 1988); see LR7.4 (“Failure to respond to a motion will be

taken as a representation of no opposition”)

19 Ragas v. Tenn. Gas Pipeline Co., 136 F.3d 455, 458 (5th Cir. 1998); see Little v. Liquid Air Corp., 37 F.3d 1069,

1075 (5th Cir. 1994) (en banc) (per curiam) (“[T]he nonmovant must go beyond the pleadings and designate specific

facts showing that there is a genuine issue for trial.”); Reese v. Anderson, 926 F.2d 494, 498 (5th Cir. 1991) (“[T]he

party responding to a summary judgment motion must support her response with specific, non-conclusory affidavits

or other competent summary judgment evidence.”).

20 United States ex rel. Farmer v. City of Houston, 523 F.3d 333, 337 (5th Cir. 2008) (quoting TIG Ins. Co. v.

Sedgwick James of Wash., 276 F.3d 754, 759 (5th Cir. 2002)).

evidence” also will not do.21 Even if the nonmovant produces more than a scintilla of evidence in

its favor, such evidence may be “so overwhelmed by contrary proof” that summary judgment is

still proper in favor of the movant.22 The Court does not need to “credit evidence that is ‘blatantly

contradicted by the record,’ especially by video or photographic evidence.”23 Neither self-serving

allegations nor conclusory affidavits can defeat a motion for summary judgment supported by

probative evidence.24 “[T]he nonmoving party must adduce evidence sufficient to support a jury

verdict.”25 The Court will countenance only reasonable inferences in the nonmovant’s favor and

will not indulge “senseless” theories or leaps in logic.26 The nonmovant is “required to identify

specific evidence in the record and to articulate the precise manner in which that evidence supports

his or her claim.”27 “A failure on the part of the nonmoving party to offer proof concerning an

essential element of its case necessarily renders all other facts immaterial and mandates a finding

that no genuine issue of fact exists.”28 Courts “will not assume ‘in the absence of any proof . . .

that the nonmoving party could or would prove the necessary facts,’ and will grant summary

judgment ‘in any case where critical evidence is so weak or tenuous on an essential fact that it

21 Chaney v. Dreyfus Serv. Corp., 595 F.3d 219, 229 (5th Cir. 2010); accord Germain v. US Bank Nat’l Ass’n, 920

F.3d 269, 272 (5th Cir. 2019).

22 Rhodes v. Guiberson Oil Tools, 75 F.3d 989, 993 (5th Cir. 1996) (quoting Neely v. Delta Brick and Tile Co., 817

F.2d 1224, 1226 (5th Cir. 1987)), abrogated on other grounds by Reeves v. Sanderson Plumbing Prod., Inc., 530

U.S. 133 (2000).

23 Malbrough v. Stelly, 814 F. App'x 798, 804 (5th Cir. 2020) (quoting Scott v. Harris, 550 U.S. 372, 380 (2007)).

24 Koerner v. CMR Constr. & Roofing, L.L.C., 910 F.3d 221, 227 (5th Cir. 2018); see Cadena v. El Paso County,

946 F.3d 717, 725 (5th Cir. 2020) (“[A]ffidavits setting forth ultimate or conclusory facts and conclusions of law are

insufficient to either support or defeat a motion for summary judgment.”).

25 Morris v. Covan World Wide Moving, Inc., 144 F.3d 377, 380 (5th Cir. 1998).

26 See Eastman Kodak Co. v. Image Tech. Servs., 504 U.S. 451, 468–69 & n.14 (1992).

27 Ragas, 136 F.3d at 458 (emphasis added).

28 Adams v. Travelers Indem. Co. of Conn., 465 F.3d 156, 164 (5th Cir. 2006); see Nebraska v. Wyoming, 507 U.S.

584, 590 (1993) (quotation and alteration omitted) (“When the nonmoving party bears the burden of proof at trial,

summary judgment is warranted if the nonmovant fails to make a showing sufficient to establish the existence of an

element essential to its case.”); Thomas v. Price, 975 F.2d 231, 235 (5th Cir. 1992) (“To avoid a summary judgment,

the nonmoving party must adduce admissible evidence which creates a fact issue concerning the existence of every

essential component of that party's case.”).

could not support a judgment in favor of the nonmovant.’”29 The Court is under no duty to sift

through the entire record in search of evidence to support the nonmovant’s opposition to summary

judgment.30

“A fact is ‘material’ if its resolution could affect the outcome of the action,”31 while a

“genuine” dispute is present “only if a reasonable jury could return a verdict for the non-movant.”32

As a result, “[o]nly disputes over facts that might affect the outcome of the suit under the governing

law will properly preclude the entry of summary judgment.”33 “Although this is an exacting

standard, summary judgment is appropriate where the only issue before the court is a pure question

of law.”34 The Court does not weigh the evidence or evaluate the credibility of witnesses and views

all facts and inferences in the light most favorable to the nonmovant,35 including “resolv[ing]

factual controversies in favor of the nonmoving party, but only where there is an actual

controversy, that is, when both parties have submitted evidence of contradictory facts.”36

b. Analysis

In the motion for summary judgment before the Court, Defendant argues generally that

the uncontroverted evidence reveals that Plaintiff precipitously resigned for no

good reason, and certainly not for a reason rising to the level of constructive

discharge. Prior to his resignation, Plaintiff had a few workplace disputes with co-

workers involving nothing more than unactionable teasing, offhand comments, and

isolated incidents, which – in any event – the employer addressed by discussing

with his coworkers and assigning Plaintiff to a new role which he, admittedly, did

29 Boudreaux v. Swift Transp. Co., 402 F.3d 536, 540 (5th Cir. 2005) (quoting Little v. Liquid Air Corp., 37 F.3d

1069, 1075 (5th Cir. 1994) (en banc) (per curiam)).

30 Jones v. Sheehan, Young & Culp, P.C., 82 F.3d 1334, 1338 (5th Cir. 1996); accord Adams Family Tr. v. John

Hancock Life Ins. Co., 424 F. App’x 377, 380 n.2 (5th Cir. 2011).

31 Burrell v. Dr. Pepper/Seven UP Bottling Grp., 482 F.3d 408, 411 (5th Cir. 2007).

32 Fordoche, Inc. v. Texaco, Inc., 463 F.3d 388, 392 (5th Cir. 2006); see Bache v. Am. Tel. & Tel. Co., 840 F.2d 283,

287 (5th Cir. 1988) (quoting Anderson v. Liberty Lobby, Inc., 477 U.S. 242, 248 (1986)) (“[T]o determine if an issue

of material fact is genuine, we must then decide whether ‘the evidence is such that a reasonable jury could return a

verdict for the nonmoving party.’”).

33 Anderson, 477 U.S. at 248.

34 Sheline v. Dun & Bradstreet Corp., 948 F.2d 174, 176 (5th Cir. 1991).

35 Williams v. Time Warner Operation, Inc., 98 F.3d 179, 181 (5th Cir. 1996).

36 Boudreaux, 402 F.3d at 540.

well in, was not ill-treated, never complained about any issues in this new role, and

was provided the same pay, benefits and other material terms of employment.37

[] Plaintiff never suffered the type of harassment which could sustain a constructive

discharge claim. More fundamentally, he suffered no actionable harassment at all

and, in any event, such an underlying claim essentially is time-barred. Accordingly,

the standard for a constructive discharge is not met in this case. Even so, that

Plaintiff’s underlying harassment claim also fails on the merits and because it is

time-barred further demonstrates that a constructive discharge claim also fails as a

matter of law.38

Plaintiff argues that Defendant’s motion fails to correctly address the issues at hand in this

matter. More specifically, Plaintiff argues that “[he] has demonstrated to this court that various

fact issues undoubtedly exist that necessarily defeat summary judgment he [sic] establishment of

a prima facie case in effect creates a presumption that the employer unlawfully discriminated

against the employee.”39 Therefore, Plaintiff argues that because the prima facie case has been

established, the “burden of production falls to the employer to articulate a legitimate,

nondiscriminatory reason for any alleged unequal treatment.”40

While Plaintiff’s analysis of the burden shifting framework in an employment

discrimination case may be generally correct, Plaintiff’s conclusory allegation that the prima facie

case has been met in this case is exactly what Defendant argues against. As mentioned above,

Defendant asserts that Plaintiff has failed to demonstrate that a constructive discharge has

occurred. Thus, the Court first addresses the constructive discharge.

Under the Texas Labor Code,

“[a]n employer commits an unlawful employment practice if because of race, color,

disability, religion, sex, national origin, or age . . . the employer discharges an

individual, or discriminates in any other manner against an individual in connection

with compensation or the terms, conditions, or privileges of employment; or limits,

segregates, or classifies an employee or applicant for employment in a manner that

37 Dkt. No. 18 at 1-2.

38 Id. at 2.

39 Dkt. No. 19 at 9.

40 Id.

would deprive or tend to deprive an individual of any employment opportunity or

adversely affect in any other manner the status of an employee.”41

Regardless of the fact that Plaintiff has not brought federal claims in this matter, the federal

statute is very similar to the Texas statute. The Texas Supreme Court has explained the relationship

between the state and federal statutes by stating that “[o]ne of [the Texas Commission on Human

Rights Act]'s purposes is to 'provide for the execution of the policies of Title VII of the Civil Rights

Act of 1964 and its subsequent amendments.' Therefore, analogous federal statutes and the cases

interpreting them guide our reading of the TCHRA."42

As for federal discrimination claims, the Fifth Circuit has explained the applicable Title

VII analysis.

Our holding today that the mixed-motives analysis used in Title VII cases post-

Desert Palace . . . represents a merging of the McDonnell Douglas and Price

Waterhouse approaches. Under this integrated approach, called, for simplicity, the

modified McDonnell Douglas approach: the plaintiff must still demonstrate a

prima facie case of discrimination; the defendant then must articulate a

legitimate, non-discriminatory reason for its decision to terminate [or disparately

treat] the plaintiff; and, if the defendant meets its burden of production, “the

plaintiff must then offer sufficient evidence to create a genuine issue of material

fact ‘either (1) that the defendant's reason is not true, but is instead a pretext for

discrimination (pretext alternative); or (2) that the defendant's reason, while true, is

only one of the reasons for its conduct, and another “motivating factor” is the

plaintiff's protected characteristic (mixed-motive[s] alternative).’”43

To establish a prima facie case of discrimination, Plaintiff must “provid[e] evidence ‘that

[]he: (1) is a member of a protected class; (2) was qualified for h[is] position; (3) was subject to

an adverse employment action; and (4) was replaced by someone outside the protected class,’ or,

in the case of disparate treatment, shows ‘that others similarly situated were treated more

favorably.’”44

41 TEX. LAB. CODE § 21.051(1).

42 Quantum Chemical Corp. V. Toennies, 47 S.W.3d 473, 476 (Tex. 2001) (internal citations omitted).

43 Rachid v. Jack In The Box, Inc., 376 F.3d 305, 312 (5th Cir. 2004) (internal citations omitted) (emphasis added).

44 Okoye v. Univ. of Tex. Hous. Health Sci. Ctr., 245 F.3d 507, 512-513 (5th Cir. 2001) (citing Shackelford v.

Deloitte & Touche, LLP, 190 F.3d 398, 404 (5th Cir. 1999) (emphasis added)).

Plaintiff was employed by Defendant on two separate occasions. First, Plaintiff was hired

in June of 201145 as a “logistics manager” in the company’s Reynosa, Mexico facility. Plaintiff

was laid off due to COVID-19 on April 14, 2020.46 Plaintiff was then rehired by Defendant in

February of 202147 as a “northbound warehouse coordinator”48 at the company’s facility in Pharr,

Texas. The Pharr facility was divided into two warehouses, the north and the south warehouse.49

Plaintiff was assigned to the north warehouse.50 Plaintiff explained in his depositions that the north

warehouse was “a little bit more fast-paced . . .” compared to the south warehouse.51 The assertion

was supported by the declaration of Kellie Kirby, the former Director of Logistics at BBB

Industries, LLC.52 Therein, Ms. Kirby further noted that “Mr. Rodriguez was assigned forklift

duties at the north warehouse, where his work primarily involved transferring pallets to outbound

trucks and getting the related paperwork finalized to get drivers on their way.”53 In July 2021,

Plaintiff’s performance problems were reported to Ms. Kirby by his supervisor. “The performance

problems included: lack of speed, accuracy, damaging pallets, avoiding heavy work by hiding in

the office, and a refusal to be instructed or ‘learn.’ Nevertheless, given a shortage of workers, BBB

continued on with Mr. Rodriguez’s employment.”54 Unrelated to the instant matter, in response to

receiving complaints about Plaintiff’s supervisor, Ms. Kirby traveled to the facility to meet with

the employees, including Plaintiff.55 “Although the interview concerned unrelated complaints

about Mr. Lemus, Mr. Rodriguez did not complain about any unfair treatment or alleged

45 Dkt. No. 18-1 at 6,

46 Id. at 17.

47 Id. at 18-19.

48 Id. at 22.

49 Id. at 19.

50 Id.

51 Id. at 30.

52 Dkt. No. 18-3 at 2, ¶ 10.

53 Id, ¶ 11.

54 Id, ¶¶ 12 -14.

55 Id. at 2, ¶ 14.

discrimination or harassment directed specifically at him.”56 Plaintiff’s previous supervisor was

then replaced with a supervisor by the name of Mr. Garza.57 Around July 2021, Defendant decided

to cross-train all forklift personnel in both the north and south warehouses so that they might be

able to fill in at the non-assigned warehouse during absences or when help was needed.58 Around

that same time, Plaintiff complained about an incident involving two coworkers in the north

warehouse.59 According to Mr. Garza, the new supervisor, it was reported to him by the two

coworkers in question

that, in May 2021 (before [he] was hired), the two of them found [Plaintiff] outside

on the clock watching same-sex porn videos. One or both of them, according to

[Plaintiff’s] comments to [Mr. Garza], thereafter (but still in May 2021) made fun

of Mr. Rodriguez about the video, but [Plaintiff] only complained to [Mr. Garza]

about a single inappropriate comment made to him.60

According to Plaintiff, the two coworkers used derogatory terms directed toward Plaintiff when

speaking to him more than five times but he could not recall whether it was more than ten times.61

Mr. Garza states that he then met with the two coworkers and told them to stop the “teasing and to

keep communications with [Plaintiff] work-related, which they agreed to do.”62 Mr. Garza “then

re-visited the matter with [Plaintiff], and [Plaintiff] thanked [Mr. Garza] for addressing the

issue.”63 Mr. Garza further instructed Plaintiff “to keep conversations with the others business-

related, and to let [Mr. Garza] know if any more teasing occurred. [Plaintiff] thanked [Mr. Garza]

and indicated he certainly would raise any other issues with [Mr. Garza].”64 Mr. Garza further

56 Id. at 3, ¶ 15.

57 Id. at 3, ¶ 18.

58 Id. at 3, ¶ 19.

59 Dkt. No. 18-4 at 2, ¶ 2.

60 Id. at 2, ¶¶ 11-12.

61 Dkt. No. 18-1 at 86.

62 Dkt. No. 18-4. at 3, ¶ 13.

63 Id. at 3, ¶ 14.

64 Id.

informs the Court that “despite speaking with [Plaintiff] nearly every day he worked, [he] never

received another complaint from him along similar lines.”65 Further, according to Mr. Garza,

[i]n September 2021, more issues surfaced between [Plaintiff], on the one hand,

and his co-workers in the North warehouse, Mr. Molina and Mr. Villarreal —

namely, those two informed me that [Plaintiff] was not working, altering documents

to make it seem like he was working more than he was, and being unreceptive to

discussing work-related items (like turning his back and walking away).

Apparently, [Plaintiff] complained to HR (Ms. Secily Dumas) about those two

workers as well.66

Plaintiff alleges that he “continuously made complaints to human resources concerning a

hostile work environment and discriminated [sic] conduct of my coworkers.”67 For example,

Plaintiff sent Ms. Dumas an email stating amongst other things, “I need to advise you of something

going on here at the warehouse. First, Lazaro takes a picture of me while I was talking to a

driver.”68

Mr. Garza then met with Plaintiff and the two coworkers about the issues in late September

or early October 2021.69 Plaintiff admits to the meeting occurring but states that he does not

remember the content of the meeting nor when it occurred.70 Mr. Garza asserts that “[d]uring the

meeting, Mr. Rodriguez was rude and sat with his back turned away and was quite dismissive.”71

However, Mr. Garza further asserts that “[n]o one, including Mr. Rodriguez, brought up any

discriminatory or harassing conduct.”72 Regardless, Mr. Garza alleges that it was apparent to him

“that the work relationship was significantly fractured on this north warehouse team.”73 Thus, Mr.

Garza spoke to Ms. Kirby and made the decision to move Plaintiff to the south warehouse.74 In

65 Id. at 3, ¶ 15.

66 Id. at 3, ¶ 16.

67 Dkt. No. 18-1 at 40.

68 Id. at 43.

69 Dkt. No. 18-4 at 3, ¶ 17.

70 Dkt. No. 18-1 at 87-88.

71 Dkt. No. 18-4 at 3, ¶ 17.

72 Id.

73 Id. at 3, ¶ 18.

74 Id. at 3, ¶ 19.

part, that decision was made after considering that Plaintiff had been cross-training in the south

warehouse, “there were no complaints from other workers there (or from him about them), and the

solution would seemingly bring harmony to the North warehouse as well. Also, Mr. Rodriguez

seemed to have a better relationship with the other South warehouse forklift operators, Ms. Tellez

and Mr. Coronado.”75

Plaintiff alleges that “Human resources and Kellie Kirby failed to address my concerns,

and further subjected me to discrimination in that I am a Hispanic male, who was tossed aside with

non-Hispanic females, who rather than assist me, moved me to a different position and further

placed me on a performance improvement plan.”76

At the south warehouse, Plaintiff was paid the same wage.77 While his work shift changed

from 9-4 to 8-5, Plaintiff reports that it did not cause him any problems.78 However, Plaintiff stated

that the issue was that he was the only employee at the south warehouse on a performance plan.79

Plaintiff informed Defendant that he did not think that the move to the south warehouse and

placement on a performance plan was fair.80 Plaintiff states that he believes that he was moved to

the south warehouse by Defendant in an effort to get him to quit and further believed that the south

warehouse was a worse job.81 However, Plaintiff admits that he performed fine at the south

warehouse and was left alone by his coworkers.82 Further Plaintiff admits that he did not raise

complaints about the performance plan after Mr. Garza handed it to him.83

75 Id. at 4, ¶ 20.

76 Dkt. No. 18-1 at 90.

77 Id.at 82

78 Id.

79 Id.

80 Id. at 93.

81 Id. at 94.

82 Id. at 95.

83 Id. at 102.

On November 30, 2021 Ms. Kirby received a resignation letter from Plaintiff which she

declares came as a surprise.84 She asserts that Plaintiff “had not complained about any problems,

supposed discrimination or otherwise, while working at the south warehouse.”85 Likewise Mr.

Garza and Ms. Dumas allege that they did not receive any complaints after Plaintiff’s move to the

south warehouse.86 Plaintiff does not dispute that he submitted a resignation letter.

To demonstrate constructive discharge, a plaintiff must show “working conditions [] so

intolerable that a reasonable person in the employee’s position would have felt compelled to

resign[.]”87

Whether a reasonable employee would feel compelled to resign depends on the

facts of each case, but we consider the following factors relevant, singly or in

combination: (1) demotion; (2) reduction in salary; (3) reduction in job

responsibilities; (4) reassignment to menial or degrading work; (5) reassignment to

work under a younger supervisor; (6) badgering, harassment, or humiliation by the

employer calculated to encourage the employee's resignation; or (7) offers of early

retirement on terms that would make the employee worse off whether the offer was

accepted or not.

The only element of constructive discharge that Plaintiff has come close to showing is the

3rd element, reduction in job responsibilities. Both parties have stated that the south warehouse

was a slower paced warehouse. However, considering the performance issues that Plaintiff was

experiencing, it seems clear to the Court that the move actually assisted Plaintiff in succeeding in

his employment at BBB. Plaintiff did not receive a demotion because his position remained the

same. Likewise Plaintiff’s salary remained the same. There is no indication that he was reassigned

to menial or degrading work. Plaintiff’s supervisor remained the same at both locations. There is

no indication of badgering, harassment, or humiliation by the employer. Finally, there is no

allegation of any attempt to coerce Plaintiff into early retirement. Considering the totality of the

84 Dkt. No. 18-3 at 5, ¶ 36.

85 Id. at 5, ¶ 37.

86 Dkt. No. 18-4 at 5, ¶ 33; Dkt. No. 18-2 at 4, ¶ 26.

87 Pennsylvania State Police v. Suders, 542 U.S. 129, 124 S. Ct. 2342, 2345 159 L. Ed. 2d 204 (2004)

factors, the Court does not find that Plaintiff’s working conditions were so intolerable that a

reasonable employee would have felt compelled to resign. °° While that list is not exclusive,

Plaintiff has introduced no evidence sufficient to raise a genuine dispute on any other basis for

constructive discharge. Thus, Plaintiff has not shown the constructive discharge element of his

prima facie case.

ITI. CONCLUSION AND HOLDING

For the foregoing reasons, the Court GRANTS Defendant’s motion for summary

judgment. Plaintiff cannot prove any of his claims as a matter of law. This case will terminate upon

entry of final judgement.

IT IS SO ORDERED.

DONE at McAllen, Texas, this 15th day of May 2024.

Worms

Micaela Alv

Senior United States District Judge

88 See Brown v. Bunge Corp., 207 F.3d 776 (Sth Cir. 2000) (The Court found that it could not “conclude that

[Plaintiff’s] working conditions were so intolerable that a reasonable employee would have felt compelled to resign”

even after it found that Plaintiff “clearly proved two of the constructive discharge factors: when he returned to work

as a supervisor in the processing department, this represented a demotion and involved fewer job responsibilities

than serving as superintendent of a department. On the other hand, four of the constructive discharge factors were

not present.”).

13/13