In re: Tesfalem Issac v. Lockheed Martin

[DO NOT PUBLISH]
In the
United States Court of Appeals
For the Eleventh Circuit
____________________
No. 23-11210
Non-Argument Calendar
____________________
IN RE: TESFALEM ISSAC,
Appellant,
UNITED STATES OF AMERICA,
ex rel.
Plaintiff,
versus
LOCKHEED MARTIN,
Defendant-Appellee.
____________________
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2 Opinion of the Court 23-11210
Appeal from the United States District Court
for the Northern District of Georgia
D.C. Docket No. 1:22-cv-00893-MHC
____________________
Before WILLIAM PRYOR , Chief Judge, and WILSON and L UCK , Cir-
cuit Judges.
PER CURIAM:
Tesfalem Issac appeals the dismissal of his fifth amended
complaint against Lockheed Martin for violations of the False
Claims Act, 31 U.S.C. § 3729 et seq. The district court ruled that Is-
sac’s complaint failed to state a claim for relief. Fed. R. Civ. P.
12(b)(6). Issac challenges only the dismissal of his retaliation claim,
31 U.S.C. § 3730(h). We affirm.
In March 2018, Issac filed a qui tam suit under seal against his
then-employer, Lockheed Martin. The United States declined to in-
tervene. In February 2022, Issac filed his fifth amended complaint.
He alleged that he was a structural mechanic for Lockheed. In 2010,
he was assigned to a team responsible for sealing fuel tanks on cer-
tain aircraft. His supervisor directed Issac and the crew to use spray
guns ordinarily used for painting airplanes to apply an adhesion
promotor to the fuel tanks, instead of using a slower method like
an aerosol can, paint brush, or cotton cloth to ensure proper appli-
cation and sealing. Although the high-pressured spray guns re-
leased noxious chemical fumes, Lockheed failed to provide its em-
ployees with proper respirators, which caused them to become
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23-11210 Opinion of the Court 3
sick. The spray guns and lack of protective gear allegedly violated
the Manufacturing Process Standard, the Occupational Safety and
Health Act, the terms of Lockheed’s government contracts, and
Department of Defense protocols.
Issac alleged that, beginning in 2010, he complained to his
supervisor and other personnel about the health effects of using the
spray guns. In 2016, he and other employees contacted the Occu-
pational Safety and Health Administration about their illnesses, but
two days before a scheduled air quality test, Lockheed took
preemptive measures to conceal the effects of the spray guns. He
also contacted his union about the fumes.
Issac alleged that, in July 2018, after he filed his qui tam law-
suit, the Department of Defense inspected the facility and tagged
the spray guns as “out of compliance” with the aircraft’s sealing
standards. After the inspection, he was treated “differently” and
transferred to a different building, where he was assigned menial
tasks. In October 2018, the government interviewed him regarding
his allegations.
In November 2018, Lockheed’s work placement committee
informed Issac that he was “out pending placement” because his
health had worsened to the extent that it could not “accommodate
[his] current medical limitation(s).” In May 2021, Lockheed notified
him that his “request for time away from work ha[d] been ap-
proved” for November 2018 through September 2021. Because he
never requested medical leave, he believed Lockheed was trying to
cover up his retaliatory termination.
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4 Opinion of the Court 23-11210
The district court dismissed Issac’s complaint. It ruled that
the complaint failed to state a claim for retaliation under the False
Claims Act because the complaint lacked any allegations to support
a plausible inference that Lockheed knew Issac had engaged in pro-
tected activity or a causal connection between Issac’s engagement
in a protected activity and his adverse employment actions.
We review de novo the dismissal of a complaint. Einhorn v.
Axogen, Inc., 42 F.4th 1218, 1222 (11th Cir. 2022). A complaint must
include “a short and plain statement of the claim showing that the
pleader is entitled to relief.” Fed. R. Civ. P. 8(a)(2). Rule 8 “does not
require detailed factual allegations, but it demands more than an
unadorned, the-defendant-unlawfully-harmed-me accusation.”
Ashcroft v. Iqbal, 556 U.S. 662, 678 (2009). “A pleading that offers
labels and conclusions or a formulaic recitation of the elements of
a cause of action will not do.” Id. (quotation marks omitted). To
survive a motion to dismiss, a complaint must contain “sufficient
factual matter, accepted as true, [that] state[s] a claim to relief that
is plausible on its face.” Id.
The Act provides relief to an employee discriminated against
“because of lawful actions done . . . in furtherance of an action un-
der [the Act] or other efforts to stop . . . violations of [the Act].” 31
U.S.C. § 3730(h)(1). To prove that the retaliation was “because of”
the protected activity, the plaintiff must prove that his employer
was aware of the protected activity. Id.; see U.S. ex rel. Sanchez v.
Lymphatx, Inc., 596 F.3d 1300, 1304 (11th Cir. 2010).
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23-11210 Opinion of the Court 5
The district court did not err in dismissing Issac’s claim of
retaliation. Issac alleged no facts from which the district court
could plausibly infer that Lockheed was aware or on notice that he
was pursuing a claim against it under the Act. His complaint failed
to draw a causal link from his engagement in protected activities—
undisputedly, his filing a qui tam lawsuit under seal and meeting
with the government about his allegations six months later—to his
transfer away from aircraft work and being notified that he was
“out pending placement” due to medical limitations. Issac never
alleged that Lockheed knew about the qui tam filing or his inter-
view with the government before the adverse actions.
Issac instead alleged that he was treated “differently” after
the Department inspected the spray guns in July 2018, but he never
alleged that the Department’s inspection was prompted by his
qui tam action or that the inspection tipped off Lockheed that it was
being sued by Issac for committing fraud on the government. Nu-
merous employees allegedly had become sick from using the spray
guns, and Issac was not the only employee who had complained.
Because Issac’s complaint was devoid of any factual allegations
that, if true, would establish that Lockheed was on notice that he
had engaged in protected activities, see Sanchez, 596 F.3d at 1304,
he failed to state a claim for retaliation under the Act.
We AFFIRM the dismissal of Issac’s complaint.
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