United States Court of Appeals, Eleventh Circuit

788 F.
2d 1485
40 Fair Empl.Prac.Cas. 1278,

40 Empl. Prac. Dec. P 36,255
Annye J. ALLEN, Plaintiff-Appellant,
v.
The COUNTY OF MONTGOMERY, ALABAMA; M.S.
Butler, as Sheriff
of Montgomery County, Alabama, Defendants-Appellees.
No. 85-7182.
United States Court of Appeals,

Eleventh Circuit.
May 9, 1986.
Deborah Hill Biggers, Tuskegee, Ala., for plaintiff-appellant.

Henry C. Chappell, Jr., Rushton, Stakely, Johnston & Garrett,
Montgomery, Ala., for M.S. Butler.
J. Knox Argo, Montgomery, Ala., for Montgomery County, Ala.
Appeal from the United States District Court for the Middle District of
Alabama.
Before KRAVITCH and HATCHETT, Circuit Judges, and MORGAN,
Senior Circuit Judge.
MORGAN, Senior Circuit Judge:
Appellant Annye J. Allen appeals from an adverse decision on the merits of her
discrimination suit rendered after a bench trial before the district court. The
court below found neither racial nor sexual discrimination emanating from
personnel decisions that adversely affected the appellant's employment status as
a county employee. We vacate that judgment and remand for further
proceedings.
Many of the facts underlying the appellant's claim, as found by the district
Many of the facts underlying the appellant's claim, as found by the district
court, are undisputed. Appellant, a black female, was originally employed by
the appellee sheriff's department in 1975 as a deputy matron, a position that
was formally titled Deputy Sheriff Jailor II. In 1977, she was elevated to the
position of Deputy Sheriff Sergeant, a supervisory position that entailed
enhanced responsibility and pay. At the time she was being considered for the
sergeant's position, appellant informed her superiors that she was pregnant and
she was assured that this condition would cause no problems. Appellant
performed her sergeant duties receiving positive evaluations until April 1, 1978,
at which time she took maternity leave. The sheriff's department at that time
had no established maternity leave policy, except that an employee could either
elect to utilize sick leave or take leave without pay. Shortly after the appellant
took leave, she was replaced by another matron, Annie Broadway, a white
female with less seniority than appellant. When appellant returned to work in
July of 1978, she was informed that there was only one female sergeant's
position, and Mrs. Broadway "had it."
Appellant Allen then filed a complaint with the Equal Employment

Opportunity Commission (EEOC) alleging racial and sexual discrimination
pursuant to 42 U.S.C. Sec. 2000e et seq. The EEOC found probable cause to
believe that the appellant had been demoted based upon racially and sexually
discriminatory reasons, and issued a right to sue letter. She then brought suit in
the Middle District of Alabama against the County of Montgomery, Alabama,
the Sheriff of Montgomery in his official capacity and the Montgomery County
Personnel Department. Prior to trial, the latter defendant was dismissed and that
ruling is not on appeal here. After a bench trial, the district court issued a
memorandum opinion finding no discrimination. As to the claim based upon
race, the lower court found that although the appellant had stated a prima facie
case, the reason for her demotion was that she could no longer perform the
sergeant's job due to her pregnancy and that her race was not a factor. As to the
sex discrimination claim, the district court determined that the sergeant's
position was merely a temporary assignment, rather than a promotional change
in employment status, that automatically terminated when the assignee for
whatever reason ceased doing the job. Although that reason in this case was her
pregnancy, the court found that the temporary assignment rule, even if
incorrectly applied in this case, was not a pretext for effecting invidious
discrimination based upon sex.
The appellant raises two contentions on appeal that merit our attention: (1) That
the lower court erred in refusing to admit evidence of discrimination occurring
prior to the demotion in question; and (2) That the lower court erred in its
findings that the defendants had articulated a legitimate, non-discriminatory
reason for the demotion and that that reason was not pretextual. For purposes of
analysis, we find it necessary to address these issues in relation to the

appellant's respective claims.
Race Discrimination
5
The district court in this case found a prima facie case of racial discrimination,
and nothing more, implicitly applying the well-known burden-shifting
mechanism set forth in McDonnell-Douglas v. Green, 411 U.S. 792, 93 S.Ct.
1817, 36 L.Ed.2d 668 (1973) and Texas Dept. of Comm. Affairs v. Burdine,
450 U.S. 248, 101 S.Ct. 1089, 67 L.Ed.2d 207 (1981). The court apparently
undertook a disparate treatment analysis, rather than a disparate impact
analysis, focusing on the intent behind the defendant's decision to demote the
appellant. No issue in this regard has been raised on appeal. Our task, therefore,
is to review the district court's factual finding of no racial discrimination under
the "clearly erroneous" standard of FED.R.CIV.P. 52(a), see Pullman-Standard
v. Swint, 456 U.S. 273, 289-90, 102 S.Ct. 1781, 1790-91, 72 L.Ed.2d 66
(1982), in light of the closely related question of whether the lower court made
that determination based upon all of the relevant evidence. We conclude that
even if the district court's finding of no discrimination was not clearly erroneous
on this record, it nevertheless was made upon an incomplete record that was
improperly restricted by erroneous evidentiary rulings.
At trial below, the appellant sought to introduce evidence of prior

discrimination occurring before the demotion in issue. The district court,
however, concluded that inasmuch as the EEOC complaint filed by the
appellant did not mention discrimination prior to the demotion, such prior
discrimination was neither an issue nor relevant, proper evidence to be admitted
at trial. [Tr. 20, 62-63]. The general rule as to admissibility is that absent a clear
showing of an abuse of discretion, a trial court's discretion as to evidentiary
rulings will not be disturbed on appeal. E.G. Farace v. Independent Fire Ins.
Co., 699 F.2d 204, 209 (5th Cir.1983). All relevant evidence is generally
admissible, FED.R.EVID. 402, and reversible error in the form of exclusion of
evidence occurs only where a "substantial right" of a party is affected and an
offer of proof was made below. Id. Rule 103(a). See also Gulf States Utilities
Co. v. Ecodyne Corp., 635 F.2d 517, 519 (5th Cir.1981); Mercado v. Austin
Police Dept., 754 F.2d 1266, 1268 (5th Cir.1985).
Contrary to the district court's ruling, we find that evidence of discrimination

prior to the demotion was relevant and probative under the facts of this case.
The inherent difficulty of proving discrimination often necessitates the use of
circumstantial evidence as the method of proof. E.G. United States Postal Serv.
Bd. of Governors v. Aikens, 460 U.S. 711, 714 n. 3, 103 S.Ct. 1478, 1481 n. 3,
75 L.Ed.2d 403 (1983). The former fifth circuit1 has observed that "While
some or most of this evidence [of discriminatory treatment] may concern timebarred conduct, it is relevant, United Air Lines v. Evans, 431 U.S. 553, 97 S.Ct.
1885, 52 L.Ed.2d 571 (1977), and may be used ... to illuminate current
practices which, viewed in isolation, may not indicate discriminatory motives."
Crawford v. Western Electric Co., 614 F.2d 1300, 1314 (5th Cir.1980),
subsequent appeal, 745 F.2d 1373 (11th Cir.1984). See also Downey v.
Southern Nat'l Gas Co., 649 F.2d 302, 305 (5th Cir.1981); Holsey v. Armour &
Co., 743 F.2d 199, 207 (4th Cir.1984), cert. denied, --- U.S. ----, 105 S.Ct.
1395, 84 L.Ed.2d 784 (1985). Under the facts of this case, the exclusion of this
relevant evidence of prior discrimination substantially affected appellant's
ability to carry her burden of demonstrating discriminatory intent.
8
The district court found that appellant had stated a prima facie case of racial
discrimination, but that the evidence strongly demonstrated no "actual" racial
discrimination arising from her demotion. The court emphasized that "Plaintiff's
conditions of employment were admittedly satisfactory up until the time she
went on maternity leave" and relied heavily on the fact that appellant's first
complaint of mistreatment arose after she returned from leave. The implication
of this reasoning is that the appellant's demotion could not have resulted from
racial discrimination, as the first indications of such treatment occurred after the
demotion. That conclusion is not surprising inasmuch as the court refused to
receive evidence of any prior discrimination. This problem is compounded by
the fact that much of the evidence adduced at trial related to the appellant's
alleged negative performance as sergeant prior to her leave, which purportedly
was her supervisor's justification for retaining Ms. Broadway as sergeant after
appellant returned to work. The district court specifically refused to allow
testimony from the appellant that the prior treatment of her supervisors
hampered her effectiveness as sergeant. In short, the result of this ruling was to
create a one-sided presentation of the evidence--the defendant was allowed to
present a legitimate reason for the demotion and non-reinstatement (negative
performance) that the appellant could not rebut by demonstrating the reason for
that negative performance (discriminatory treatment by her superiors). We view
the proffered evidence as a major link in the appellant's ability to prove
discrimination, the exclusion of which substantially affected her case.
The appellee contends that even if the evidence was improperly excluded, the
appellant failed to make a sufficient proffer below for that error to be reversible
at this stage of the proceedings. See FED.R.EVID. 03(a)(2). While we agree
that a fuller proffer would have been preferable, we nevertheless discern the
"substance of the evidence" from the record and find the steps taken below to
preserve the issue sufficient. During opening stateme nts, counsel outlined
potential evidence of prior discrimination. [Tr. 8]. Soon thereafter, the court
specifically directed counsel that matters prior to the demotion would not be
relevant at trial. Counsel attempted to cite contrary authority, the lower court
reaffirmed its original ruling, and counsel took exception. [Tr. 20-21]. In the
course of appellant's testimony, as mentioned earlier, the trial court cut short
her testimony as to her prior treatment. [Tr. 62-63]. While a more detailed
explication of the evidence that would have been offered at trial is desirable, a
sufficient proffer was made here to support our ruling.
Sex Discrimination
10
The demotion at issue in this case occurred prior to the effective date of the
1978 pregnancy amendments to Title VII. The prior definition of sex
discrimination, however, covered discrimination based upon pregnancy, as set
forth in Langley v. State Farm Fire & Cas. Co., 644 F.2d 1124 (5th Cir.1981):
11
To establish a Title VII violation for sex discrimination, a plaintiff must

initially prove that the challenged personnel policy has a discriminatory effect
on women. Such a showing requires that the plaintiff establish that her
employer's maternity leave policy, although neutral on its face, imposes on
female employees a substantial burden that men need not suffer. Nashville Gas
Co. v. Satty, 434 U.S. 136, 98 S.Ct. 347, 54 L.Ed.2d 356 (1977). In other
words, a plaintiff must show that the employer's policy operates to "deprive
[women] of employment opportunities" because of their role in the scheme of
existence. Satty, at 142, 98 S.Ct. at 351. If this prima facie case is established,
the burden shifts to the employer to justify the challenged practice. Texas
Department of Community Affairs v. Burdine, U.S. , 101 S.Ct. 1089, 67
L.Ed.2d 207 (1981); Griggs v. Duke Power Co., 401 U.S. 424, 91 S.Ct. 849, 28
L.Ed.2d 158 (1971). If the employer meets this burden, to recover Langley
must then show that the employer could use alternative practices to accomplish
the same purpose without discriminatory effects. Albermarle Paper Co. v.
Moody, 422 U.S. 405, 95 S.Ct. 2362, 45 L.Ed.2d 280 (1975).
12
Id. at 1127. Although the district court applied the correct law to this claim, in
light of our decision to remand the race claim for the taking of additional
evidence and our view that the lower court should give full consideration to all
aspects of the appellant's sex discrimination claim, we remand this claim as
well for further proceedings.
13
The district court found no discrimination against women stemming from the
rule involved in this case whereby assignment pay ceases when one no longer
does the assigned job, even if the reason the assignment ended was maternity
leave. Here, the court found that appellant had actually been "promoted" to
sergeant, rather than "assigned" to that position, and that the rule terminating
assignment pay had been incorrectly applied to summarily terminate her status
as sergeant. Nevertheless, the court noted that while incorrect application of the
rule to the appellant might amount to a state law claim, it would not constitute a
civil rights claim, so long as the circumstances did not amount to a pretext for
discrimination. The court found no such pretext as to appellant's demotion. We
have no quarrel with this analysis as far as it goes, but such reasoning fails to
address an equally significant aspect of the appellant's sex discrimination claim-that upon her return from leave, the appellant was not reinstated to the
sergeant's position. Evidence produced below indicated that the appellant was
the only employee to have ever taken maternity leave, and that she was the only
employee--male or female, black or white--to not have been reinstated to her
prior position upon return from leave of any type. There was even evidence that
her successor, Ms. Broadway, at one point took medical leave and subsequently
returned to the sergeant's position. Compare Nashville Gas Co. v. Satty, 434
U.S. at 140-42 & nn. 2, 4, 98 S.Ct. at 350-51 n.n. 2, 4 (emphasizing that failure
to reinstate female employees upon return from maternity leave on the same
terms and conditions as other temporary disabilities may visit an improper
burden on those employees under Title VII).
14
The appellee contends that the failure to reinstate stemmed from the evaluation
of appellant's prior performance vis-a-vis that of Ms. Broadway by their
supervisor, and that as such the reinstatement decision was not an actionable
"policy" of the defendants under Langley. We note, however, that the district
court simply did not make findings in this regard. In addition, our ruling as to
the race claim will result in the admission of evidence relating to appellant's
prior performance, which will be pertinent to the question of whether the
defendant's reliance on that factor was pretextual. On remand, the district court
should account for the additional evidence presented in appraising not only the
appellant's demotion, but also her failure to be reinstated to the sergeant's
position. Further proceedings are warranted on this issue.
CONCLUSION
15
We conclude that the evidence of prior discriminatory treatment of appellant,

while not actionable itself, certainly was relevant and probative of the
discriminatory attitudes of the defendant. Such evidence should have been
admitted at trial, and the failure to do so under the facts of this case left the
appellant with little or no means of carrying her burden of showing
discriminatory intent. On remand, the district court should rehear the
appellant's claims in light of such evidence.
16
As to the sex discrimination claim, the district court should also address the
defendant's failure to reinstate the appellant upon her return from leave. The
additional evidence to be adduced as to appellant's prior performance and her
superiors' treatment as affecting that performance may bear upon the alleged
reasons for her non-reinstatement, and the district court, of course, will be free
to hear any further evidence on the subject it finds appropriate.
17
VACATED and REMANDED.
Decisions of the former Fifth Circuit rendered prior to October 1, 1981, are
binding precedent in this circuit. Bonner v. City of Prichard, 661 F.2d 1206,
1209 (11th Cir.1981) (en banc )

United States Court of Appeals, Eleventh Circuit

Uploaded by

Copyright:

Available Formats

United States Court of Appeals, Eleventh Circuit

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

United States Court of Appeals, Eleventh Circuit

Uploaded by

Copyright:

Available Formats

788 F.

40 Fair Empl.Prac.Cas. 1278,

United States Court of Appeals,

Deborah Hill Biggers, Tuskegee, Ala., for plaintiff-appellant.

Appellant Allen then filed a complaint with the Equal Employment

analysis, we find it necessary to address these issues in relation to the

At trial below, the appellant sought to introduce evidence of prior

Contrary to the district court's ruling, we find that evidence of discrimination

To establish a Title VII violation for sex discrimination, a plaintiff must

We conclude that the evidence of prior discriminatory treatment of appellant,

VACATED and REMANDED.

You might also like