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Fiveash v. Delong

Conn. App. Ct.October 4, 2022No. AC44824
Defendant WinC Co.

Case Details

Judge(s)
Alvord; Elgo; Clark
Status
Published
Procedural Posture
summary judgment

Related Laws

No specific laws identified for this ruling.

Claim Types

DiscriminationRetaliation

Outcome

Trial court properly granted defendants' motion for summary judgment, finding no genuine issue of material fact that plaintiff's termination was motivated by gender discrimination. Court held that defendants' legitimate, nondiscriminatory reasons for discharge (mismanagement of employees and failure to respect authority) were not pretextual.

Excerpt

The plaintiff, a director of member services at the defendant C Co., sought to recover damages from various defendants for alleged gender discrimi- nation and retaliation in violation of a provision (§ 46a-60) of the Con- necticut Fair Employment Practices Act. A few years after the plaintiff was hired, several employees in her department resigned while she was the director, and a few of those employees expressed displeasure with working for her and voiced complaints about her during exit interviews. In response, the defendant D, the executive director of C Co., instructed B, the director of human resources of C Co., to conduct an investigation into the allegations, which resulted in the termination of the plaintiff's employment. The plaintiff then commenced an action against C Co. and a related entity and a separate action against D, B and the defendant T, the deputy director of C Co., with whom the plaintiff did not get along. The two actions were consolidated for the purposes of discovery, pretrial pleadings and trial. Subsequently, the defendants filed a motion for summary judgment in each case, arguing that there were no genuine issues of material fact that would permit an inference of gender discrimi- nation or, in the alternative, that her termination was a pretext for gender discrimination. The trial court granted the defendants' motion, and the plaintiff appealed to this court. Held that the trial court properly granted the defendants' motion for summary judgment in each case, as no reasonable jury could have concluded that the plaintiff's termination was motivated in whole or in part by gender discrimination: the plaintiff did not demonstrate the existence of a genuine issue of material fact as to whether the defendants' legitimate, nondiscriminatory justification for her discharge, namely, repeated charges of mismanagement of employees and failure to respect authority as detailed in the report of the investigation, was a pretext for unlawful discriminatio

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Birkhold
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The plaintiff, whose marriage to the defendant had been dissolved, appealed from the trial court's postdissolution decision to grant the plaintiff's motion for modification of alimony and the defendant's motion for contempt, and to award the defendant past due alimony and attorney's fees. When the parties' marriage was dissolved in 2009, the plaintiff was employed as the chief executive officer of a major corporation and was paid a base annual salary and bonuses. The parties' separation agreement, which had been incorporated into the judgment of dissolu- tion, required the plaintiff to pay the defendant alimony in the amount of 30 percent of his ''gross annual base income from employment'' and 25 percent of his gross cash bonus. The plaintiff subsequently left that corporation and, in 2015, began working as a commercial real estate broker for C Co. Under C Co.'s compensation plan, the plaintiff received annual draws on future commissions, initially in the amount of $35,000 a year, and, if he did not earn commissions sufficient to cover the draws, he was obligated to pay the difference back to C Co. The plaintiff elected to have the draws deposited into a bank account in the name of a limited liability company, S Co., that he had created in 2014. The plaintiff also deposited into that account money he earned in connection with certain consulting work he performed on the side. The plaintiff notified the defendant when his employment at C Co. began, and she initially agreed to accept monthly alimony in the amount of $875, or 30 percent of the $35,000 annual draw. The plaintiff, however, continued to pay her only $875 per month, even though his annual draw rate increased significantly between 2015 and 2019. In response, the defendant filed her motion for contempt and sought payment of accrued, unpaid alimony that purport- edly was owed under the separation agreement. The plaintiff, on the other hand, sought to modify his alimony obligation due to a substantial change in

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