Case No: 02-2861 ANDREW MEDCALF v. the Trustees of University of Pennsylvania

NOT PRECEDENTIAL
UNITED STATES COURT OF APPEALS
FOR THE THIRD CIRCUIT
Case No: 02-2861
ANDREW MEDCALF
v.
THE TRUSTEES OF UNIVERSITY OF PENNSYLVANIA,
Appellant
On Appeal From the United States District Court
for the Eastern District of Pennsylvania
District Judge: The Honorable Herbert J. Hutton
D.C. Civ. No. 00-cv-701
Argued: Tuesday July 8, 2003
Before: NYGAARD, SMITH, and GREENBERG, Circuit Judges
(Opinion Filed: July 30, 2003)
Neil J. Hamburg
Hamburg & Golden, P.C.
1601 Market Street, Suite 565
Philadelphia, PA 19103-1442
Eric A. Tilles (argued)
University of Pennsylvania
Office of the General Counsel
133 S. 36th Street, Suite 300
Philadelphia, PA 19104
Counsel for Appellant

-- 1 of 19 --

2
Lawrence R. Woehrle (argued)
Sprague & Sprague
Suite 400, The Wellington Building
135 S. 19th Street
Philadelphia, PA 19103-4909
Counsel for Appellee
________________________
OPINION OF THE COURT
________________________
SMITH, Circuit Judge:
I. INTRODUCTION
This case results from efforts by the University of Pennsylvania (“Penn”) to hire a
coach for its women’s crew program. Appellee Andrew Medcalf, a male, applied for the
position of Women’s Crew Coach. Penn interviewed several females for the position, but
did not interview Medcalf or any other males; Barbara Kirch, a female, was the
successful candidate. Medcalf filed an EEOC complaint against Penn, alleging reverse
gender discrimination in violation of Title VII of the Civil Rights Act of 1964, 42 U.S.C.
§ 2000(e), et. seq. After obtaining a right to sue letter from the EEOC, Medcalf filed suit
in federal district court. Following a jury trial, the jury returned a verdict in Medcalf’s
favor, finding that gender had been a determinative factor in Penn’s decision not to hire
him, that he was entitled to $71,996 in lost wages and medical benefits, $18,130 for
compensatory damages, and $25,170 in punitive damages. Penn filed a post-trial motion
for judgment as a matter of law on November 9, 2001. The District Court denied Penn’s

-- 2 of 19 --

3
motion, without opinion, on June 8, 2002, and Penn now appeals. We will affirm the
judgment of the District Court.
II. FACTS
Since we write only for the parties, who are intimately familiar with the facts of
this case, we recite only those facts necessary for the disposition of this appeal. Because
this is an appeal from a jury verdict, we view the facts in the light most favorable to the
prevailing party, here Medcalf. Johnson v. Campbell, 332 F.3d 199, 204 (3d Cir. 2003).
Andrew Medcalf was an Assistant Men’s Crew Coach at Penn from 1991 to 1997,
working primarily with the Men’s Heavyweight Crew under the direction of Rowing
Director Stan Bergman. In the spring of 1997, Penn sought to fill the position of full-time
Women’s Rowing Coach. Penn’s Athletic Director, Steve Bilsky, testified at trial that he
placed Senior Associate Athletic Director Carolyn Femovich in charge of conducting the
search process “as she saw fit,” although Bilsky did participate in interviews with the
final candidates and was responsible for the ultimate hiring decision. Rowing Director
Stan Bergman was also involved in recommending candidates to Bilsky.
In advertising the coaching vacancy, Penn placed a “Position Announcement” in
numerous rowing publications. Femovich testified that she drafted the document, which
identified the vacancy as an “assistant coach” position, and was “intended to be a general
overview of the major responsibilities” of the coach. The first “actual duty” of the coach,
as stated in the announcement, was to “direct[] and coach[] women’s rowing, instruct[]

-- 3 of 19 --

4
team members in rowing techniques, train[] novices and advanced rowers in rowing tanks
and on the water. Make[] boat selection for both Varsity and Junior Varsity.” App. at
1705.
Penn received approximately twenty-five applications following the placement of
its first Position Announcement, including those of Andrew Medcalf and Barbara Kirch.
However, Penn decided that it wanted to attract a stronger, deeper pool of candidates, so
it re-advertised the position as “Coach II – Women’s Rowing,” as opposed to an assistant
coach position. Ultimately, fifty-four candidates applied for the position – thirty-four
men and twenty women. Bergman recommended to Femovich and Bilsky that, based on
his review of the applicants, M edcalf was the superior candidate of all of them.
Femovich, who determined which applicants should be granted interviews, decided to
interview four women and no men. In the end, Bilsky settled on Kirch.
III. JURISDICTION AND STANDARD OF REVIEW
The District Court had subject matter jurisdiction pursuant to 28 U.S.C. § 1331.
We have jurisdiction pursuant to 28 U.S.C. § 1291.
We exercise plenary review over Penn’s motion for judgment as a matter of law
under Fed. R. Civ. P. 50(b). Warren v. Reading School District, 278 F.3d 163, 168 (3d
Cir. 2002). Accordingly, we apply the same standard as the District Court, examining
whether, when “viewing the evidence in the light most favorable to [Medcalf] and giving
it the advantage of every fair and reasonable inference, there is insufficient evidence from

-- 4 of 19 --

5
which a jury reasonably could find liability.” Id. Reversal is only appropriate where “the
record is critically deficient of that minimum quantity of evidence from which a jury
might reasonably afford relief.” Hopp v. City of Pittsburgh, 194 F.3d 434, 439 (3d Cir.
1999).
IV. ANALYSIS
A. Sufficiency of the evidence
Penn argues that there was insufficient evidence to support the jury’s verdict in
favor of Medcalf on his claim that Penn discriminated against him on the basis of gender
in hiring a Head Coach for the women’s crew program. We disagree.
1. The legal framework of reverse discrimination cases
42 U.S.C. § 2000e-2, which governs employer hiring practices under Title VII,
states that
It shall be an unlawful employment practice for an employer –
(1) to fail or refuse to hire or to discharge any individual, or otherwise 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.
Reverse discrimination cases in this Circuit are governed by Iadimarco v. Runyan,
190 F.3d 151 (3d Cir. 1999). In Iadimarco, we developed a modified burden shifting
analysis in which a plaintiff must first establish a prima facie case of reverse
discrimination, after which the defendant then must articulate a legitimate,

-- 5 of 19 --

6
nondiscriminatory reason for the hiring decision. Once the defendant does this, the
plaintiff has the opportunity to prove by a preponderance of the evidence that the
defendant’s articulated reason is merely pretextual, and that the true reason for the failure
to hire plaintiff was discrimination. Id. at 166.
In order to make out a prima facie case of discrimination, Medcalf needed “to
present sufficient evidence to allow a fact finder to conclude that [Penn] is treating some
people less favorably than others based upon a trait that is protected under Title VII.” Id.
at 161. Penn conceded that Medcalf made out his prima facie case by showing: (1) that
he was a male; (2) who applied for and was qualified to perform the job of Women’s
Crew Coach at Penn; (3) that he was rejected; and (4) that Penn selected a woman for the
position.
Once Medcalf established his prima facie case, the burden shifted to Penn “to
articulate some legitimate, nondiscriminatory reason for the employee’s rejection.”
Iadimarco, 190 F.3d at 157 (quoting McDonnell Douglas, 411 U.S. at 802). This burden
“is one of production, not persuasion; it can involve no credibility assessment.” Reeves v.
Sanderson Plumbing Products, 530 U.S. 133, 142 (2000) (internal quotations omitted).
Penn’s proffered legitimate, non-discriminatory reasons for hiring Kirch over Medcalf
were that she was more qualified with respect to (1) knowledge of NCAA and Ivy League
rules, (2) recruiting, (3) fundraising, (4) administering budgets, and (5) knowledge of Ivy
League student financial aid requirements and constraints.

-- 6 of 19 --

7
Once Penn proffered a legitimate reason for its hiring decision, Medcalf then had
the burden of persuasion to show that Penn’s stated reason for rejecting Medcalf “was in
fact pretext.” McDonnell Douglas, 411 U.S. at 804.
A plaintiff can show pretext sufficient to defeat a motion for summary judgment or
judgment as a matter of law by “‘point[ing] to some evidence, direct or circumstantial,
from which a fact finder could reasonably either (1) disbelieve the employer’s articulated
legitimate reasons; or (2) believe that an invidious discriminatory reason was more likely
than not a motivating or determinative cause of the employer’s action.’” Iadimarco, 190
F.3d at 166 (quoting Fuentes v. Perskie, 32 F.3d 759, 764 (3d Cir. 1994)). We elaborated
in Fuentes that plaintiff’s evidence rebutting the employer’s proffered legitimate reasons
“must allow a factfinder reasonably to infer that each of the employer’s proffered
nondiscriminatory reasons . . . was either a post hoc fabrication or otherwise did not
actually motivate the employment action.” Id. Plaintiff must show “such weaknesses,
implausibilities, inconsistencies, incoherencies, or contradictions in the employer’s
proffered legitimate reasons for its action that a reasonable factfinder could rationally find
them ‘unworthy of credence,’ and hence infer ‘that the employer did not act for [the
asserted] nondiscriminatory reasons.’” Id. at 765 (citing Ezold, 983 F.2d 527). Where the
plaintiff offers evidence “that would allow reasonable minds to conclude that the
evidence of pretext is more credible than the employer’s justifications, the employer’s

-- 7 of 19 --

1 Although Iadimarco speaks in terms of motions for summary judgment, the Supreme
Court has stated that
the standard for granting summary judgment ‘mirrors’ the standard for
judgment as a matter of law, such that ‘the inquiry under each is the same.’ .
. . It therefore follows that, in entertaining a motion for judgment as a
matter of law, the court should review all of the evidence in the record. In
doing so, however, the court must draw all inferences in favor of the
nonmoving party, and it may not make credibility determinations or weigh
the evidence.
Reeves, 530 U.S. at 150.
8
motion for summary judgment must fail.” Iadimarco, 190 F.3d at 166.1 We note that “an
employer cannot successfully defend a hiring decision against a Title VII challenge
merely by asserting that the responsible hiring official selected the man or woman who
was ‘the right person for the job.’” Iadimarco, 190 F.3d at 166.
2. Evidence supporting the rejection of Penn’s proffered reason for
hiring Kirch over Medcalf and interviewing other candidates over
Medcalf
Viewing the evidence in the light most favorable to Medcalf, and drawing
reasonable inferences in his favor, the jury rationally could have concluded, based on
inconsistencies, contradictions, and implausibilities in Penn’s proffered legitimate reasons
for not interviewing and/or hiring Medcalf, that such reasons were unworthy of credence.
The evidence, viewed favorably to Medcalf, reveals inconsistencies in Penn’s
position as to what “hiring criteria” it used to make the decision regarding the open
coaching position, and what qualities it valued most highly in candidates. The initial
indication of Penn’s hiring criteria can be found in the Position Announcements, which

-- 8 of 19 --

9
Femovich placed in numerous national rowing publications to attract candidates. The
Position Announcement summarized the coach’s role as follows: “manages, directs, and
coaches the Women’s Crew. Responsible for the recruiting, training, and counseling of
student-athletes. Communicates with the Director of Rowing to coordinate the
maintenance and use of facilities and equipment. Receives general supervision, and
reports to the Head Coach of Men’s and Women’s Rowing.” App. at 1716. The next
section of the document, entitled “ACTUAL DUTIES,” described the first actual duty of
the coach as: “Directs and coaches Women’s Crew, instructs team members in rowing
techniques, trains novices and advanced rowers in rowing tanks and on the water. Makes
Boat Selection for both Varsity and Junior Varsity.” App. at 1716-1717.
The Position Announcement placed a high importance on actual coaching ability –
i.e., providing technical coaching expertise to the athletes and selecting racing lineups for
competition – as evidenced by the fact that these are the first two “actual duties” of the
coach described in the announcement. Femovich herself drafted this Announcement and
testified that it provided an overview of the major responsibilities of the coaching
position. Thus, a jury could properly have found that, given the prominent placement
Penn gave to actual on-the-water coaching skills in its Position Announcement, that was
something it initially valued highly in a coach.
Yet at trial, Penn focused almost exclusively on the administrative side of
coaching, contending that it selected Kirch over Medcalf based upon her relative

-- 9 of 19 --

10
superiority in areas such as: (1) knowledge of NCAA and Ivy League rules, (2) recruiting,
(3) fundraising, (4) administering budgets, and (5) knowledge of Ivy League student
financial aid requirements and constraints. The jury may have regarded this emphasis on
administrative capabilities as suspect in light of the fact that there was strong evidence
that Medcalf was a superior technical coach to Kirch and the other women who were
granted interviews. Penn conceded that the evidence viewed in the light most favorable
to Medcalf “supports the argument that he was a better on-the-water coach,” but asserted
that this was not important when compared with the other hiring criteria it evaluated.
Indeed, almost all of the testimony the jury heard regarding Barbara Kirch’s
superiority as a candidate related to her superiority in administrative areas. For example,
when asked why he was impressed with Kirch, Athletic Director Bilsky said: “she had
been a head coach for nine years at a peer university. . . . Recruiting is similar. . . .
Managing a budget, sensitivity to fundraising, having staff work for her.” App. at 3276-
77. Notably, Bilsky did not mention actual coaching ability, but focused on the
administrative aspects of the job. Similarly, Penn’s counsel, in its opening statement, told
the jury that “[y]ou’ll learn that knowledge of Ivy League Schools, Ivy League rules,
NCAA rules are all an important aspect of the job because the Ivy League is an unusual
league, doesn’t offer scholarships, has unusual rules about recruiting and things like that.”
App. at 2484.
Penn’s sudden de-emphasis of the value of actual coaching skills is at the least a

-- 10 of 19 --

11
“weakness” which tends to indicate that Penn’s proffered reasons were not credible.
Given the emphasis on actual coaching ability in the Position Announcement, the jury
could easily have concluded that Penn later altered its coaching priorities to make
possible the hiring of Kirch.
Another inconsistency in the hiring criteria which the jury could have considered is
illustrated by Penn’s assertion that “intimate knowledge” of NCAA and Ivy League rules
was vital to the position of Women’s Crew Coach, and that this was an important area
where Barbara Kirch was superior to Medcalf. Yet “knowledge of NCAA and Ivy
League rules” was not mentioned in the Position Announcement as a major responsibility
or duty of the coach. During direct examination, Femovich stated that compliance with
Ivy League and NCAA rules is important because “it’s part of the laws of intercollegiate
athletics.” App. at 3163. But on cross examination, she acknowledged that, although the
Position Announcement is intended to be “a general overview of the major
responsibilities” of the coaching position, knowledge of NCAA rules and/or Ivy League
rules did not appear as a criterion on the Position Announcement. App. at 3190-91.
Bilsky himself conceded that there was “[n]othing in either of these position
announcements, with all the information, and all the actual knowledge needed and actual
duties, nothing in here about having knowledge of the NCAA or Ivy League rules.” App.
at 3301. Given that knowledge of NCAA and Ivy League rules was not even mentioned
in the Position Announcement, Penn’s claim at trial that it was one of the primary bases

-- 11 of 19 --

12
on which they selected Kirch over Medcalf rings hollow. Viewing the evidence in the
light most favorable to Medcalf, Penn’s shifting hiring criteria cast doubt on the
credibility of Penn’s professed reasons for not granting Medcalf an interview.
In addition to the inconsistencies in Penn’s proffered hiring criteria over time,
Medcalf provided additional evidence of pretext by showing that, applying the largely
administrative hiring criteria Penn focused on at trial, Medcalf was far more qualified for
the position than the other women, besides Kirch, who at least received interviews.
Medcalf’s six years of coaching experience at Penn, combined with his experience at
Vesper Boat Club and other universities, imbued him with significantly more experience
than the women to whom Penn granted interviews in terms of knowledge of NCAA and
Ivy League rules, Ivy League financial aid and recruiting, and fundraising. Medcalf had
significantly more total coaching experience, including as a head coach, than all of the
female interviewees aside from Kirch. From this evidence, the jury rationally could have
concluded that Penn had placed gender above all of its other stated criteria, and
impermissibly treated those other three applicants more favorably than Medcalf. See
Fuentes, 32 F.3d at 765 (noting that to survive summary judgment, plaintiff could show
“that the employer treated other, similarly situated persons not of his protected class more
favorably”). Because Femovich had responsibility for narrowing the field of applicants
and selecting the final candidates for Bilsky to interview, if she narrowed the pool based
on gender and excluded male applicants from those being interviewed, the process she

-- 12 of 19 --

13
employed effectively treated female applicants more favorably and foreclosed a male
applicant from getting the job. In conclusion, the jury rationally could have concluded
that Medcalf was more qualified than the other candidates who received interviews, and
that Penn’s failure to grant him an interview was based upon his gender.
3. Evidence of discriminatory animus
Sufficient evidence also exists for a rational jury to have concluded that Penn’s
decision regarding who to consider for the position of coach was motivated by
discriminatory animus. As a preliminary matter, we must dispose of Penn’s argument that
Steve Bilsky was the sole actual decisionmaker, such that any statements by Femovich
cannot be used to attribute discriminatory animus to Penn. Penn argues in its brief that
“as a matter of law, the statements that plaintiff’s witnesses attributed to Ms. Femovich,
who did not make the hiring decision, are simply not sufficient to prove that Mr. Bilsky
acted with a discriminatory animus in making the decision to hire Ms. Kirch.” In support
of this position, Penn cites Ezold v. Wolf, Block, Schorr and Solis-Cohen for the
proposition that “comments that non-decisionmakers make that purportedly evidence a
discriminatory intent [are] insufficient to establish that an employer’s motivation was
discriminatory. 983 F.2d at 544-547. Ezold and other cases stating that mere “stray
remarks” by non-decisionmakers should not be considered in determining whether
discriminatory animus existed are easily distinguishable from the instant case. See Ezold,
983 F.2d 509, 546-47 (six comments made over the five years before decision at issue by

-- 13 of 19 --

2 At oral argument, Penn’s counsel asserted that Medcalf had somehow inappropriately
“circumvented the hiring process” by submitting his resume directly to Bilsky, whereupon
Bilsky, as the asserted “sole decisionmaker,” determined that Medcalf was not qualified
14
an individual not working for the employer at the time of decision was too remote to
show independently that unlawful discrimination was more likely than proffered reason
for failure to promote); Fuentes, 32 F.3d at 767 (mispronunciation of plaintiff’s name 20
months prior to employment decision and statement by supervisor that he would rather
call plaintiff “Louis” than “Luis,” because he had difficulty pronouncing Luis, is not
sufficient to establish that employer discriminated against plaintiff based on national
origin); Gomez v. Allegheny Health Services, Inc., 71 F.3d 1079, 1085 (3d Cir. 1995)
(person making the remark had no supervisory authority over plaintiff and was “outside
the chain of decision-makers who had the authority to hire and fire plaintiff.”).
The record contains substantial evidence that Femovich was intimately involved in
the process of selecting candidates to interview for the position of Women’s Crew Coach,
such that the jury could properly infer that she was a decisionmaker. Bilsky testified that
he gave her the authority to conduct the search process for a head coach “as she saw fit.”
In addition to drafting the advertisements for the open position, which included an
overview of the major responsibilities of the position, Femovich testified that she was
responsible for checking references, reviewing resumes, selecting who would be
interviewed, and setting up interview schedules. She also participated in interviewing
each final candidate and giving recommendations to Bilsky.2 Stan Bergman testified that

-- 14 of 19 --

for the coaching position. In actuality, as Femovich herself conceded on cross
examination, Medcalf, like Barbara Kirch and twenty-some other applicants, submitted
his resume to Stan Bergman in response to the first Position Announcement posted by
Penn. Both Stan Bergman and Carolyn Femovich had the opportunity to review
Medcalf’s resume. Only when Medcalf failed to receive a response to his repeated
attempts to schedule an appointment with Femovich did he forward his resume to Bilsky.
Interestingly, in its discussion of circumvention of the hiring process, Penn failed to
mention that certain of the women who did receive interviews were scheduled for such
interviews without ever having submitted a resume to Penn.
15
there were instances where Femovich wanted to interview particular people and he
conceded. In addition, the remarks that she made regarding her desire to put a woman in
the position were clearly related to the search process for the specific position Medcalf
applied for, such that they may properly be considered as evidence of discriminatory
animus by Penn. See Antol v. Perry, 82 F.3d 1291, 1301 (3d Cir. 1996) (noting that
“evidence that an individual involved in the selection process” called plaintiff a “spasm
head” on multiple occasions “supports an inference of discrimination”). See also
Waldron v. SL Indus., Inc., 56 F.3d 491, 502 (3d Cir. 1995) (crediting “evidence of age-
related animus or bias in the form of a comment made to” the plaintiff by a person
involved in the decision to terminate him).
The jury also could have credited testimony by student-athletes that Femovich
made comments indicating that her decision regarding who to interview and hire may
have been based, at least in part, on her desire to hire a female for the position.
Stan Bergman testified at trial that the facts stated in Medcalf’s EEOC complaint
against Penn were accurate. One of the assertions Medcalf made in the complaint was

-- 15 of 19 --

16
that Bergman had told him that, at a meeting among Bergman, Bilsky, and Femovich
regarding the coaching position, Femovich and Bilsky advised Bergman that they could
not hire a male for the open position because all of the other rowing coaches then on staff
were male. Medcalf himself also testified that Femovich had indicated to him that,
although he was presumably disappointed in Penn for not selecting him for the position,
she would find a woman as least as qualified as he was.
Based on this evidence, a reasonable fact finder could have concluded that
discriminatory animus more likely than not was a motivating factor in Penn’s decision not
to interview Medcalf and consider him for the position.
B. Punitive damages
Penn argues on appeal that Medcalf failed to present evidence sufficient to allow a
rational jury to conclude that Penn met the legal standard for the imposition of punitive
damages. In Kolstad v. American Dental Association, 527 U.S. 526 (1999), the Supreme
Court held that punitive damages may be recovered in claims under Title VII for cases
involving intentional discrimination “‘where the complaining party demonstrates that the
respondent engaged in a discriminatory practice or discriminatory practices with malice
or with reckless indifference to the federally protected rights of an aggrieved
individual.’” Id. at 534 (quoting 42 U.S.C. § 1981a(b)(1)) (emphasis in original).
The District Court instructed the jury as follows:
In addition to actual damages, the law permits a jury to award punitive
damages to the injured party. And punitive damages are awarded to the

-- 16 of 19 --

17
plaintiff to punish the defendant for conduct which is especially outrageous,
and to deter a person from engaging in such conduct in the future.
Punitive damages may not be awarded unless the defendant’s
conduct was outrageous. Outrageous conduct is defined as conduct which
is performed with a bad motive, malice, or with reckless indifference to the
interests of others.
Reckless indifference occurs when someone knows or has reason to
know of the facts which create a high degree of risk of harm to another, and
deliberately proceeds to act or fails to act, in conscious disregard of or
indifference to that risk.
If you decide to award punitive damages, you should fix the amount
of damages with calm discretion, sound reason. And punitive damages also
should never be awarded or fixed in an amount because of any sympathy,
bias, or prejudice with respect to any party in the case.
An employer can be liable for punitive damages for its employee’s actions if: (1)
its agent is employed in a position of managerial capacity; (2) the agent acts within the
scope of employment; and (3) the agent acts with malice or reckless indifference towards
the federally protected rights of the plaintiff. Kolstad, 527 U.S. at 535-45. However, “an
employer may not be vicariously liable for the discriminatory employment decisions of
managerial agents where these decisions are contrary to the employer’s good-faith efforts
to comply with Title VII.” Id. at 545 (internal quotations omitted).
A rational jury also could have found that Carolyn Femovich, who was clearly
acting in a managerial capacity in the scope of her employment, acted with the requisite
malice or reckless indifference to the federally protected rights of Medcalf. Femovich
knew that Penn had an equal opportunity employment policy that prevented Penn from
taking gender into account in hiring, yet she did not grant any male candidate an
interview, and several witnesses testified that she intended to put a woman in the

-- 17 of 19 --

3 The Application of Kolstad presents some interesting questions of first impression in
our Circuit. For example, in addition to the question of what constitutes “good faith
compliance” under Kolstad, the Third Circuit has not addressed the issue of whether the
good faith compliance standard set out in Kolstad is an affirmative defense for which the
defendant bears the burden of proof, or whether the plaintiff must disprove the
defendant’s good faith compliance with Title VII by a preponderance of the evidence. A
number of other circuits have determined that the defense is an affirmative one. See, e.g.,
Romano v. U-Haul Int’l, 233 F.3d 655, 670 (1st Cir. 2000) cert. denied, 122 S. Ct. 41
(2001); Zimmerman v. Associates First Capital Corp., 251 F.3d 376, 385 (2d Cir. 2001);
Passantino v. Johnson & Johnson Consumer Prods., Inc., 212 F.3d 493, 516 (9th Cir.
2000); Deffenbaugh-WIlliams v. Wal-Mart Stores, Inc., 188 F.3d 278, 286 (5th Cir. 1999).
Nevertheless, we need not resolve these issues here, since the jury was not given a
Kolstad charge, and the defendants did not object to the language of the charge with
respect to punitive damages.
18
coaching position.
On appeal, Penn argues that under Kolstad, Penn cannot be liable for any
intentional discrimination by Femovich simply because she was acting, with malice, in a
managerial capacity within the scope of her employment, provided that Penn was making
good faith efforts to comply with Title VII. The District Court did not give the jury a
Kolstad charge, nor does Penn object to the jury instructions on appeal.3 Because the jury
charge did not instruct on good faith, by failing to object to the charge on that ground,
Penn has waived any argument that its good faith efforts to comply with Title VII
preclude the imposition of vicarious liability for Carolyn Femovich’s actions.
Based on the charge the jury was given, the evidence is sufficient to support the
award of punitive damages. Carolyn Femovich was aware that Penn had an
antidiscrimination policy that prohibited Penn from taking gender into account when

-- 18 of 19 --

19
hiring. Yet she granted neither Andrew Medcalf nor any other male candidate an
interview, despite the fact that Medcalf was substantially more qualified than the females,
aside from Kirch, who received interviews. Femovich made statements to multiple
individuals that she sought to hire a woman for the position. Thus, a rational jury could
have found that Femovich acted with reckless disregard for Andrew M edcalf’s rights
under Title VII.
V. CONCLUSION
For the foregoing reasons, we will affirm the judgment of the District Court.
_______________________
/s/ D. Brooks Smith
Circuit Judge

-- 19 of 19 --