Lee Campbell v. Washington County Public Library

In a one sentence order, U.S. District Court Judge George C. Smith transferred this case to1
Magistrate Judge Terrence P. Kemp “[u]pon receipt of written consent of all parties” and “pursuant
to 28 U.S.C. § 636(c).” Order of Jan. 5, 2005.
NOT RECOMMENDED FOR FULL-TEXT PUBLICATION
File Name: 07a0495n.06
Filed: July 13, 2007
No. 06-4414
UNITED STATES COURT OF APPEALS
FOR THE SIXTH CIRCUIT
LEE CAMPBELL,
Plaintiff-Appellant,
v.
WASHINGTON COUNTY PUBLIC
LIBRARY, et al.,
Defendants-Appellees.
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ON APPEAL FROM THE UNITED
STATES DISTRICT COURT FOR THE
SOUTHERN DISTRICT OF OHIO
Before: RYAN, DAUGHTREY, ROGERS, Circuit Judges.
ROGERS, Circuit Judge. This appeal from a magistrate judge’s order granting summary1
judgment concerns Lee Campbell’s claim that the Washington County Public Library and its
director, Dr. Larry Nash White, violated the Family and Medical Leave Act of 1993, 29 U.S.C. §
2601, et seq., when the Library discharged Campbell. Because no jury could find that the Library
acted on impermissible grounds, we affirm.
BACKGROUND

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On April 28, 2004, Campbell, a former Washington County Public Library Reference
Manager, filed a complaint in the U.S. District Court for the Southern District of Ohio alleging that
the Washington County Public Library Board of Trustees and Larry Nash White, who was the
Library’s Director and Campbell’s supervisor at the time of the alleged improper acts, violated the
Americans with Disabilities Act of 1990, 42 U.S.C. § 12101, et seq., the Family and Medical Leave
Act, 29 U.S.C. § 2611(4), and Ohio’s wrongful discharge law. On appeal, Campbell challenges the
granting of summary judgment only as to the FMLA claim. (The complaint also included allegations
against members and leaders of the Library Board. Campbell is not pursuing these allegations.)
In 1995, Campbell began working for the Washington County Public Library, which
promoted her to reference manager. In that capacity, Campbell supervised five employees in the
reference department, provided reference service, taught computer classes to Library patrons, and
supervised two employees in the computer lab.
In 2001, Campbell’s mother fell ill from colon cancer, and, between July 10, 2001, and April
30, 2003, Campbell took twenty-six days of FMLA-protected leave to care for her sick mother. In
May 2003, Campbell’s mother was hospitalized, and Campbell took an additional nine days of
FMLA leave. That same month, Campbell’s sister and sister-in-law began to care for Campbell’s
sick mother, and Campbell was able to return to work without needing to take more FMLA leave.
Fearing that her job was in danger because she took FMLA leave, Campbell contacted the
Department of Labor on August 15, 2003, to “protect my rights under FMLA.” (The Library learned

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of the complaint shortly thereafter.) In her complaint to the Department of Labor, Campbell alleged
that she received an adverse performance evaluation and that the Library reduced her responsibilities
because she took FMLA leave.
Campbell claims that her complaint upset White, and she alleges that the Library illegally
responded to her taking FMLA leave and to her contacting the Department of Labor. First, according
to Campbell’s affidavit, she received a negative performance evaluation in 2002. The evaluation
included a comment that “[Campbell] is often not even there,” and the Library put Campbell on 120
days of probation.
Second, according to Campbell’s affidavit, White, Campbell’s supervisor, “attempted to
remove and/or reduce [Campbell’s] responsibilities” by having Susan Wells, from a different
department, supervise the computer lab that Campbell previously supervised. White denied that he
reduced Campbell’s responsibilities because of her FMLA leave and instead suggested that he
reassigned the supervision of the computer lab because Campbell was on a different floor.
(Campbell notes that Wells, who took over the supervision of the lab, did not work on the same floor
as the lab either.)
Third, according to Campbell’s affidavit, on September 29, 2003, White “commenced to
treat [her] with contempt and verbally abused [her] in front of [her] staff, contermanding [sic] [her]
directives to them.” She does not offer additional details about the incident.

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Fourth, according to Campbell’s affidavit, on September 29, 2003, White changed
Campbell’s job responsibilities by removing her “mezzanine duties.” White subsequently reduced
her other responsibilities, for example, by removing her from the interviewing process, disbanding
the Planning Team, which Campbell coordinated, and preventing her from distributing extra
department hours.
Fifth, according to Campbell’s affidavit, on November 14, 2003, White recommended to the
Board that its Personnel Committee suspend Campbell, and on December 3, 2003, the Library
suspended Campbell for 14 days without pay. On December 17, 2003, the Library fired Campbell.
The Library presented evidence that its decisions to suspend and terminate Campbell were
not related to her taking FMLA leave. First, it presented evidence that Campbell’s suspension was
related to her poor performance and her lack of professionalism. For example, there is evidence that
Campbell carried an egg timer with her when dealing with patrons to limit the amount of time that
she spent with a patron. Some staff members considered the practice “abusive, demeaning, [and]
inappropriate,” and few, if any, employees in her department had positive impressions of her. Other
evidence shows that Campbell was generally disagreeable in meetings, lacked sufficient supervisory
skills, and failed to follow instructions.
Second, the Library presented evidence that Campbell exposed the Library to legal liability
by commenting on the disabilities of a job applicant. In discussing the merits of a job applicant on
October 29, 2003, in an email to White regarding a potential employee, Campbell listed a series of

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reasons not to hire the applicant. She wrote,“I did not include [the applicant in a list of persons to
recommend for the position] because [the applicant’s] email mentioned that she would have to quit
Kent State a semester before graduating to take the job. Also, I knew [the applicant] as a volunteer
in the lab and I don’t believe she is the best person for the job.” At the end of Campbell’s email, she
wrote, “You do need to know that [the applicant] would fall under the ADA,” a comment that the
Library viewed as creating a potential for litigation. Campbell denies that she did anything wrong
by mentioning the applicant’s disability. (In fact, she originally sued the Library arguing that the
Library violated the ADA by discharging her in retaliation for her decision to defend the disabled
applicant, a claim that she does not pursue on appeal.)
Third, the Library detailed Campbell’s poor performance in a December 3, 2003, letter of
written reprimand. The letter detailed, for example, how Campbell “lied to the Director regarding
the capabilities and previous work history” of an employee, “committed insubordination in not
following the Director’s written instructions in preparing materials” for interviews, “verbally abused
[a reference employee] by aggressively and inappropriately disciplining [the employee],” and caused
employees to fear her. The letter noted that Campbell’s department had the highest turnover rate and
an “apprehensive” staff, and that the Director could no longer trust Campbell in implementing
Library policies.
Fourth, the Library presented evidence that the Library was undergoing reorganization and
that this process led to the termination of Campbell’s position. At some point in late 2002 or early
2003, the Library began the process of cutting its budget and consolidated departments, moved staff

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around, conducted surveys, considered closing branches, and limited services in an effort to cut
costs. The Library concluded that the reference manager was unnecessary and eliminated the
position. The responsibilities of reference manager fell to other employees, and Campbell was the
only person who lost her job during the reorganization.
Campbell counters that the reorganization process was part of a complex scheme to hide the
Library’s decision to discharge her for taking FMLA leave. Specifically, she notes that, two days
before Campbell’s suspension, the Library hired Justin Mayo to perform many of the reference
manager tasks and that the Library did not consider Campbell for the replacement position. In
addition, there is some limited evidence that removing Campbell was part of the reorganization

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White testified as follows:2
Q: Isn’t it clear that the restructuring is in part to address deficiencies you
perceived on the part of the reference manager?
A: In part. . . . But, again, this was a process that started about eight months
prior and . . . is actually still going on.
Q: But specifically you reference in this document the suspension of the
reference manager; correct?
A: Correct.
Q: Would you agree that the timing of the reorganization or restructuring, which
resulted in the elimination of [Campbell’s] job, is coincidental, coming two weeks
after her suspension?
A: Some would view it that way.
JA 170-71. Campbell stretches this testimony when she argues that “White also admitted that the
alleged ‘reorganization’ was, in fact, meant to address Campbell’s purported supervisory problems,
and not simply a question of funding.” White testified only that Campbell’s deficiencies were
merely one part of the reorganization and “some would view” the timing as suspicious.
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process. Finally, Campbell notes that the reorganization process did not follow normal Library2
procedures.
On September 8, 2006, Magistrate Judge Kemp granted summary judgment and dismissed
Campbell’s complaint after making three findings. First, the magistrate judge found that Campbell
could establish a prima facie case of discrimination because “the library defendants admit that Ms.
Campbell exercised the rights afforded to her under FMLA”; there was, at a minimum, a factual
dispute whether Campbell suffered an adverse employment action; and the temporal connection
between Campbell’s taking FMLA leave and her discharge was sufficient to show causation.
Second, the magistrate judge found that the Library satisfied its burden of production by articulating
a valid rationale for its actions, because “the record is clear that Ms. Campbell lost job duties . . . and

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ultimately lost her job . . . because the library was reorganizing and the reference manager position
was being eliminated[ and] the record indicates that Ms. Campbell was not offered another position
at the library because of Ms. Campbell’s actions.” Third, the magistrate judge rejected Campbell’s
arguments that the Library’s justifications for firing her were pretextual. The magistrate judge
granted summary judgment as to all of Campbell’s claims. Campbell filed a notice of appeal on
September 8, 2006, and the magistrate judge rejected Campbell’s motion for reconsideration on
October 25, 2006.
ANALYSIS
A. Standard of Review
This court reviews de novo an order granting summary judgment. Tate v. Boeing
Helicopters, Inc., 55 F.3d 1150, 1153 (6th Cir. 1995). Summary judgment is appropriate only “if
the pleadings, depositions, answers to interrogatories, and admissions on file, together with the
affidavits, if any, show that there is no genuine issue as to any material fact and that the moving party
is entitled to judgment as a matter of law.” Fed. R. Civ. P. 56(c). The moving party, in this case the
Library, bears the “burden of showing the absence of a genuine issue as to any material fact,” and
the evidence submitted “must be viewed in the light most favorable to the opposing party,” in this
case, Campbell. See Adickes v. S. H. Kress & Co., 398 U.S. 144, 157 (1970).
When a plaintiff argues that an employer illegally retaliated for an FLMA claim, this court
applies the McDonnell Douglas Corp. v. Green, 411 U.S. 792, 802-03 (1973), burden shifting

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The Library argues that Campbell did not establish a prima facie case of discrimination3
because Campbell was not a good employee. These arguments best fit as arguments of a legitimate
justification, discussed below.
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analysis. Skrjanc v. Great Lakes Power Serv. Co., 272 F.3d 309, 315 (6th Cir. 2001). After
Campbell shows (1) that she availed herself of a protected FMLA right, (2) that she suffered an
adverse employment action, and (3) that there was a causal connection between her exercise of her
rights and the adverse employment action; the burden shifts to the Library to offer a legitimate,
nondiscriminatory rationale for the adverse action. Campbell then has an opportunity to show that
the Library’s articulated reason was really pretext to mask discrimination. Id. at 314-15.
B. The Magistrate Judge Properly Granted Summary Judgment Against Campbell
In this case, Campbell established a prima facie case of discrimination, because she faced3
adverse employment action shortly after taking FMLA leave and filing a complaint to the
Department of Labor and because there is evidence White was upset about Campbell’s complaint.
(White’s state of mind establishes more than a temporal proximity between Campbell’s complaint
and her discharge. See, generally, Campbell v. Univ. of Akron, 211 F. App’x 333, 351 (6th Cir.
2006) (discussing the role of a temporal connection in establishing a prima facie case).) The Library
offered a legitimate non-discriminatory reason for the adverse employment actions: the Library was
undergoing a cost-cutting reorganization and Campbell was not a valued employee.
Campbell’s four attempts to show that the Library’s justifications were pretext to hide its true
motivation are all unsuccessful. Her first argument regarding her interactions with a job applicant

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does not establish pretext. The Library told Campbell that she was insubordinate when she failed
to ask an applicant certain questions. Campbell argued before the magistrate judge and argues on
appeal that she was not insubordinate because the questions that she asked were the same questions
that White instructed her to ask. She argues, without any direct evidence from the record, that the
Library concocted the excuse of Campbell’s alleged insubordination as a pretext to hide the Library’s
desire to retaliate against Campbell for taking FMLA leave. Campbell’s argument lacks merit
because the issue before the court is not whether Campbell, in fact, was insubordinate (i.e. whether
she asked the correct questions (which is unclear from the record)); instead, the issue is whether the
Library legitimately perceived Campbell as being insubordinate (an issue that Campbell chooses not
to confront directly). See Sosby v. Miller Brewing Co., 211 F. App’x 382, 386-87 (6th Cir. 2006);
Majewski v. Automatic Data Processing, Inc., 274 F.3d 1106, 1117 (6th Cir. 2001). Campbell’s
mere assertion that the Library’s proffered reason has no basis in fact (i.e. that Campbell did, in fact,
ask the right questions) is insufficient to call into question the Library’s honest belief (i.e. that
Campbell asked the wrong questions). See Majewski, 274 F.3d at 1117; Joostberns v. United Parcel
Servs., Inc., 166 F. App’x 783, 794-95 (6th Cir. 2006). For these reasons, Campbell has not shown
that the insubordination issue was pretext because she has not shown that White deliberately used
the insubordination issue to cover for the real reason for the adverse employment actions at issue in
this case. That is, even if White were mistaken as to whether Campbell was, in fact, insubordinate,
such a mistaken belief does not amount to pretext for FMLA discrimination. See Smith v. Chrysler
Corp., 155 F.3d 799, 806-08 (6th Cir. 1998) (noting that where the employer can demonstrate an
honest belief in its proffered reason based on reasonable reliance on particularized facts, the

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inference of pretext is not warranted). Instead, Campbell must present evidence that the Library’s
belief was more than just a mistake, Majewski, 274 F.3d at 1117, and she does not demonstrate on
appeal that such a showing was made.
Campbell’s second argument, namely that the magistrate judge misinterpreted her comments
about a disabled applicant, fails for similar reasons. Campbell argues that the magistrate judge erred
in interpreting Campbell’s statement as urging the Library not to hire the applicant, but, according
to Campbell, she did not, in fact, want the Library to pass over a qualified applicant because of the
applicant’s disabilities. Campbell’s argument fails because the court’s inquiry is not whether
Campbell subjectively sought to discriminate against a disabled applicant. The inquiry here, instead,
is whether the Library had reasons to reprimand Campbell for mentioning an applicant’s disability
in an email that urged the Library not to hire the applicant. Even if Campbell subjectively wanted
the Library to overlook the applicant’s disability, the Library had reason to read her email as
encouraging the Library not to hire an applicant because of a disability. Campbell argues that the
Library’s reading was wrong; however, she has not tried to show that the Library’s reading of the
email, assuming it was mistaken, was done as pretext to cover for the Library’s decision to fire her
because of her FMLA leave. For this reason, Campbell’s second effort to show pretext fails.
Third, Campbell argues unconvincingly that the circumstances surrounding her discharge
show that the reorganization was not the true motivation for firing her. Campbell did not present
this argument before the magistrate judge; had she done so, the magistrate judge should have rejected
it. The only evidence to support this claim is (1) that nobody had been fired since April 1999, (2)

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This fact distinguishes this case from DeBoer v. Musashi Auto Parts, Inc., 124 Fed. App’x4
387, 393 (6th Cir. 2005), in which this court found that the plaintiff “offered perhaps the minimal
amount of circumstantial evidence of pretext needed to survive summary judgment.” In DeBoer, the
court found that the “combination of the suspicious timing of [plaintiff’s] demotion, the suspicious
timing of [her employer’s] negative reaction to [the plaintiff’s] allegedly poor supervisory skills, [the
employer’s] decision not to counsel [the plaintiff] before demoting her, . . . and the incongruity of
the request for a morale boost resulting in [the employer’s] main justification for [the plaintiff’s]
demotion sufficiently demonstrates pretext so that summary judgment in [the employer’s] favor is
precluded.” Id. at 395. Here, in contrast, Campbell presents the court with no evidence that the
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some people did not know about the reorganization until either February or March 2003, (3) the
reorganization plan mentioned the suspension of the reference manager, (4) other employees handled
the work of the reference manager, and (5) the Library hired Justin Mayo around the time that it fired
Campbell. Such unrelated strands of evidence cannot show that the Library juggled around positions
merely to camouflage Campbell’s adverse employment action as a reorganization. Indeed, the
reorganization had an impact on almost every part of the Library system, took careful planning, and
led to the demotion of another employee and a reduction of the Library’s hours. No reasonable juror
could find, based on this record, that the Library engaged in such an elaborate plot just to hide its
decision to take adverse employment action against an employee who contacted the Department of
Labor to protect her FMLA rights.
Fourth, Campbell argues that the Library did not follow its own disciplinary procedures.
Campbell neither presented this argument to the magistrate judge, nor elaborates on appeal exactly
how the Library failed to follow its own policies. She says that the Library did not follow its
progressive disciplinary procedures, but, because Campbell is unable to explain how the Library
deviated from its normal procedures, her claim fails.4

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Library failed to follow normal procedures.
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CONCLUSION
For these reasons, the magistrate judge properly granted summary judgment against
Campbell and we affirm.

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