U.S. District Judge Richard J. Holwell has denied summary judgment to Gibson Guitar Corporation on a claim by a gay former employee that he was discharged in retaliation for complaining about a co-worker's homophobic mockery of him at a company-sponsored social function. While rejecting the plaintiff's claim that he was dismissed due to his sexual orientation, Judge Holwell found that there was a jury question sufficient to keep the retaliation claim alive. Riscili v. Gibson Guitar Corp., 2009 Westlaw 792304 (S.D.N.Y., March 26, 2009).
It is not clear to me why this case is in federal court, since the plaintiff's complaint rests on the NY City Human Rights Law and state common law claims. He filed his suit in state court, but the defendant removed it to federal court. Perhaps there is diversity here, but the basis of removal is not discussed in the opinion.
In a prior ruling, the court had dismissed all of Riscili's claims except his retaliation claim, but Riscili filed an amended claim reasserting the discrimination claim.
According to the court's factual recitation based on the complaint and deposition testimony, Riscili was employed by Baldwin Pianos, his job being to line up situations where Baldwin pianos would be loaned for performances and to musical venues for promotional purposes (exposure to audiences). In the fall of 2001, Gibson Guitars purchased Baldwin in bankruptcy, and hired Riscili and some other Baldwin employees to work for Gibson, performing essentially the same job functions. According to his allegations, Riscili's work was appreciated and complimented.
Then, on April 2, 2003, Riscili was present at a reception sponsored by Gibson to celebrate a movie opening, accompanied by his friend Michael John LaChiusa, misidentified by the court as a "librettist" (actually, he is a musical composer and librettist), also gay and a client of the company. During the reception, LaChiusa spotted another Gibson employee, Lou Vito, "imitating" Riscili "in a derogatory manner" behind his back while Riscili was engaged in conversation with other guests. According to a declaration filed in the court by LaChiusa, he "saw directly behind Danny this Vito mimicking with hand movements and facial gestures indicating in no uncertain terms and a derogatory fashion that he was mocking the fact that Danny was gay." Riscili testified at his deposition that Vito's imitation "was exaggerated and it was very offensive." LaChiusa was so offended by what he saw that he promptly left the reception, and Riscili also departed quickly. At work the next day, he told the office manager what had happened, but asked her not to report this to Gibson management because he wanted to work things out directly with Vito. Nonetheless, the office manager did report the incident to a supervisor, who apparently spread the word through the company. Although Vito came to Riscili's office to apologize, Riscili felt he was not sincere.
From that date, according to Riscili, things soured for him at Gibson. He said that people froze him out of what was going on, stopped listening to him, and started becoming critical of his work and making new demands. For the first time his work was criticized, and management gave him an ultimatum about quickly developing new business. When he couldn't meet these new targets, which he considered unreasonable, he was fired, and he subsequently filed suit for discrimination and retaliation.
Judge Holwell found that Riscili had adequately alleged facts to support his retaliation claim. Although the company offered reasons for why Riscili was discharged that might be plausible standing alone, the court found that they were not sufficient to rebut the retalation claim. Applying the US Supreme Court's recent Title VII ruling in Crawford (129 S.Ct. 846), Holwell found that Riscili's reporting of the incident to the office manager was protected activity and that the non-retaliation provisions would protect him, if indeed he convinced a jury that this complaint was the reason he was fired. The company argued that because the actual discharge took place four months later, it was not close enough in time to be considered retaliatory for the complaint, but the court noted that Riscili alleged that people's conduct towards him changed immediately, generating a process that ultimately led to his discharge.
However, Holwell reaffirmed the prior ruling that this was just a retaliation case, not a discrimination case. He found nothing in Riscili's allegations to support the contention that Riscili's own sexual orientation was the reason for the discharge. The single incident with one co-worker was seen as insufficient. (Vito, the co-worker was later let go, but then after a hiatus rejoined the company.) Holwell noted that Riscili was openly gay when hired by Gibson upon its acquisition of Baldwin, was known to be gay by his superiors and co-workers, and had received positive reviews for his work, so it seemed unlikely that his sexual orientation, rather than his complaint about Vito's conduct, was the ultimate cause of the silent treatment, the ultimatums and the discharge.
The opinion shows how anti-retaliation provisions can provide a strong basis for discrimination suits, even in the absence of facts that would support a direct discrimination claim.