8/12/2019 Holodak v Rullo

1/5

Holodak v. Rullo, 210 Fed.Appx. 147 (2006)

18 A.D. Cases 1300

2014 Thomson Reuters. No claim to original U.S. Government Works. 1

Synopsis

Background:Former employee sued former employer and

his former supervisor, alleging, inter alia, violation of

Americans with Disabilities Act (ADA) and breach of

implied covenant of good faith and fair dealing. The United

States District Court for the District of New Jersey, John

C. Lifland, J., granted summary judgment for defendants.

Former employee appealed.

Holdings:The Court of Appeals, Barry, Circuit Judge, held

that:

[1]former employee did not establish prima facie case under

ADA, and

[2]employment documents did not give rise to contractual

obligations supporting claim for breach of implied covenant

of good faith and fair dealing.

Affirmed.

West Headnotes (3)

[1] Federal Courts

Briefs

Court of Appeals would not consider factual

issues raised for first time on appeal.

Cases that cite this headnote

[2] Civil Rights

Alcohol or drug use

Former employee did not establish prima

facie claim of discrimination in violation of

Americans with Disabilities Act (ADA), based

on company's decision not to hire him in position

with its new division, when person responsible

for decision did not know that formeremployee

was or was known to be an alcoholic, and did

not know that former employee had participated

in company's employee assistance program, and

when company did not create liaison position

for which former employee had been considered,

and thus did not reject former employee

or keep position open for other applicants.

Americans with Disabilities Act of 1990,

3(2), 101(8), 102(a), 42 U.S.C.A. 12102(2),

12111(8), 12112(a).

Cases that cite this headnote

[3] Labor and Employment

Discharge or layoff

Neither human resources guides of employernor civil treatment for managers booklet

used by employer for training gave rise to

contractual obligation enforceable by employee,

who thus could not assert claim against

employer for breach of implied covenant

of good faith and fair dealing under New

Jersey law, given that employee signed job

application which indicated that application and

any other documents received from employer

did not create contractual obligations, that guides

contained prominent disclaimer indicating thatthey were not a contract, and that booklet was not

authored by employer or adopted by it as policy.

2 Cases that cite this headnote

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8/12/2019 Holodak v Rullo

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Holodak v. Rullo, 210 Fed.Appx. 147 (2006)

18 A.D. Cases 1300

2014 Thomson Reuters. No claim to original U.S. Government Works. 2

*147 Appeal from the United States District Court for the

District of New Jersey, D.C. Civil No. 01cv05371, District

Judge: The Honorable John C. Lifland.

Attorneys and Law Firms

Lydia B. Cotz, George J. Cotz, Cotz & Cotz, Mahwah, NJ,

for Appellant.

Gregory C. Parliman, Pitney Hardin, Morristown, NJ, for

Mary Rullo.

Gregory C. Parliman, for Sony Electronics, Inc.

Before: SCIRICA, Chief Judge, BARRY and ALDISERT,

Circuit Judges.

Opinion

*148 OPINION

BARRY, Circuit Judge.

Robert Holodak appeals from an order of summary judgment

entered against him. We will affirm.

I.

[1] Because we write for the parties, we mention only

the facts pertinent to our decision. 1 Holodak applied for

a position as a Sales Representative at Sony in 1992. The

application he completed stated that employment would be

at will.2

He was hired as a Sales Representative, and after

two years in that position, was promoted to Sales Manager.

Upon his promotion, he received Human Resources Guides.

The Forward to the Guides stated, The Human Resources

Guides are not a contract nor guarantee of employment.3

(App. at 53.)

In October 1999, Mary Rullo became Holodak's directsupervisor. Rullo and Holodak did not get along, and Holodak

told her he was seeking a new position at Sony outside her

division. Holodak also informed her he had decided to stop

drinking. 4

The next month, Sony announced the formation of a new

division named e-Solutions. Initially, Go Kobayashi acted

as its head. Kobayashi envisioned creating a liaison position

between e-Solutions and the marketing organization at Sony

and asked the President of Consumer Marketing, Fujio

Nishida, if he could suggest candidates. Nishida, in turn,

asked the President of Retail Sales, Anthony Piazza. Piazza

met with Holodak and suggested that he speak with Nishida

about the position.

During a meeting on December 10, Holodak lost his temper

with two subordinates. He discussed the incident with Rullo,

who chastised him and allegedly threatened to ruin his

career. Holodak filed a formal complaint with Sony's Human

Resources Department. The next day, Rullo met with Human

Resources about Holodak. She mentioned that Holodak

was giving up drinking or that he *149 was trying to

give up drinking, and asked Human Resources to address

this. Human Resources arranged for Holodak to attend a

mandatory Employee Assistance Program (EAP).5

On December 23, Nishida met with Holodak about the liaison

position at e-Solutions, and they met a second time in mid-

January. Nishida subsequently recommended Holodak to

Kobayashi. The structure of e-Solutions, however, was in

its formative stages, and Kobayashi never formally offered

Holodak a position.

In February 2000, Sony named Robert Ashcroft to head e-

Solutions in place of Kobayashi. Holodak advised Ashcroft

that he had interviewed with Kobayashi and remained

interested in a position at e-Solutions. Ashcroft agreed to

speak with Holodak but told him he needed time to evaluate

the needs of the new organization. He did not offer Holodak a

position. According to Ashcroft, he knew nothing of Holodak

prior to their meeting or of any problems Holodak might have

been having with alcohol.

The organizational structure Ashcroft eventually created for

e-Solutions did not contain the liaison position Kobayashi had

contemplated. It did, however, include a director-level sales

position, a job Holodak contends corresponds substantively

to the liaison position.

In May 2000, Holodak received his performance review for

the prior year by telephone. Rullo allegedly scheduled it for

5:00 a.m. PST on a day she knew Holodak would be in

California. In July 2000, Holodak found a position with a

company called WebMiles and resigned from Sony.

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8/12/2019 Holodak v Rullo

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Holodak v. Rullo, 210 Fed.Appx. 147 (2006)

18 A.D. Cases 1300

2014 Thomson Reuters. No claim to original U.S. Government Works. 3

II.

Holodak filed suit in the United States District Court for the

District of New Jersey against Sony and his supervisor, Rullo,

alleging five separate causes of action. Sony and Rullo filed a

motion for summary judgment, and Holodak cross-moved for

summary judgment on four of the counts. The District Court

granted defendants' motion for summary judgment and denied

Holodak's cross-motion.

Holodak now appeals. He alleges that the District Court

erroneously granted summary judgment to Sony on his claim

under the Americans with Disabilities Act and his claim for

breach of the implied covenant of good faith and fair dealing.

We have jurisdiction under 28 U.S.C. 1291. We exercise

plenary review over a District Court's conclusions of law,

and review its findings of fact for clear error. Fed. Home

Loan Mortg. Corp. v. Scottsdale Ins. Co., 316 F.3d 431,

443 (3d Cir.2003). Summary judgment is appropriate 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 a judgment as a matter of

law. Fed.R.Civ.P. 56(c). We view the facts in the light most

favorable to the party opposing the motion. 6

III.

The facts alleged by Holodak are insufficient, as a matter of

law, to support a claim of discrimination under the Americans

with Disabilities Act (ADA), 42 U.S.C. 1210112213;

indeed, Holodak *150 has failed to establish the elements

of even a prima facie case of discrimination. Even if he

had, however, Sony has offered legitimate,nondiscriminatory

justifications for the company's treatment of him, and he has

not shown that these justifications were pretextual.

Under the ADA, [n]o covered entity shall discriminate

against a qualified individual with a disability because

of the disability of such individual in regard to job

application procedures, the hiring, advancement, or discharge

of employees, employee compensation, job training, and

other terms, conditions, and privileges of employment. 42

U.S.C. 12112(a). A qualified individual with a disability is

a person with a disability who, with or without reasonable

accommodation, can perform the essential functions of the

employment position that such individual holds or desires.

42 U.S.C. 12111(8).

Holodak's claim under the ADA appears to be that Rullo told

Human Resources he had a drinking problem, and that as a

result of her statements, he was forced into EAP and others

were led to believe that he was an alcoholic, thereby derailing

his candidacy for a position within e-Solutions.

The familiar analytical framework of McDonnell Douglas

Corp. v. Green, 411 U.S. 792, 93 S.Ct. 1817, 36 L.Ed.2d

668 (1973), for resolution of suits brought under Title VII

guides the resolution of claims brought under the ADA.

Newman v. GHS Osteopathic, Inc., 60 F.3d 153, 157 (3d

Cir.1995). TheMcDonnell Douglasanalysis proceeds in three

stages. As applicable here, Holodak must first establish a

prima facie case of discrimination.McDonnell Douglas,411

U.S. at 802, 93 S.Ct. 1817. If he succeeds in establishing

a prima facie case, the burden shifts to Sony to articulate

some legitimate, nondiscriminatory reason forthe employee's

rejection.Id.If Sony meets this burden, Holodak must then

prove by a preponderance of the evidence that the legitimate

reasons offered by the defendant are merely a pretext for

discrimination. Id. at 8045, 93 S.Ct. 1817. The ultimate

burden of persuading the trier of fact that Sony intentionally

discriminated against him remains at all times with Holodak.

[2] To establish a prima facie case of discrimination,

Holodak was required to show that (1) he is a member of

a protected category; (2) he applied for and was qualifiedfor a job for which the employer was seeking applicants;

(3) despite his qualifications, he was rejected; and (4) after

his rejection, the position remained open and the employer

continued to seek applicants.McDonnell Douglas,411 U.S.

at 824, 93 S.Ct. 1817.

As to prong one, the ADA defines a disability as: (A) a

physical or mental impairment that substantially limits one

or more of the major life activities of [an] individual; (B) a

record of such an impairment; or (C) being regarded as having

such an impairment. 42 U.S.C. 12102(2). Holodak invokesthe regarded as definition of disability. An individual is

regarded as having a substantially limiting disability when

his employer believes he has an impairment that limits him in

major life activities. Sutton v. United Air Lines, Inc.,527 U.S.

471, 489, 119 S.Ct. 2139, 144 L.Ed.2d 450 (1999).

While alcoholism can, we believe, rise to the level of

a disability, there is no evidence that Ashcroft perceived

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8/12/2019 Holodak v Rullo

4/5

Holodak v. Rullo, 210 Fed.Appx. 147 (2006)

18 A.D. Cases 1300

2014 Thomson Reuters. No claim to original U.S. Government Works. 4

Holodak as having a drinking problem. Ashcroft testified not

only did he not know that Holodak had participated in EAP,

but he did not know that Holodak was or was known to be

an alcoholic. An employer cannot be said to have regarded

an individual as disabled when the person charged with

making the adverse employment decision lacked knowledge

of the employee's condition. *151 Olson v. GE Astrospace,

101 F.3d 947, 953 (3d Cir.1996)(internal quotation marks

omitted); see alsoRinehimer v. Cemcolift, Inc.,292 F.3d 375,

380 (3d Cir.2002)([T]o establish discrimination because of

a disability, an employer must know of the disability.).

We note as well that because Sony never created the

liaison position, it did not reject Holodak or keep the

job open for other applicants. While Ashcroft did

ultimately establish a director-level sales position, that

position differed substantially from the liaison position. The

sales position involved develop[ing] a sales program and

direct[ing] the sales force to achieve volume objectives

for the organization's products and [t]rack[ing] sales

performance against objectives and inform[ing] management

of results. (App. at 17.) The occupant of the liaison position,

in contrast, would have worked with product groups and the

sales and marketing organizations at Sony in order to post

product information online and forecast sales.

Even if Holodak had set forth a prima facie case, Sony came

forward with nondiscriminatory reasons for its actions that

Holodak was unable to discredit. See Fuentes v. Perskie,32

F.3d 759, 76465 (3d Cir.1994). Summary judgment was

properly granted.

IV.

Holodak's argument that Sony breached the implied covenant

of good faith and fair dealing must also fail. Holodak

worked for Sony at will, without an employment contract.

Generally, [i]n the absence of a contract, there is no implied

covenant of good faith and fair dealing.Noye v. Hoffmann

La Roche Inc., 238 N.J.Super. 430, 433, 570 A.2d 12

(App.Div.1990).

Regardless of whether employment is at will, however,

an implied obligation of good faith and fair dealing attaches

to any contractual aspects of an employment relationship.

Nolan v. Control Data Corp., 243 N.J.Super. 420, 429,

579 A.2d 1252 (App.Div.1990). Holodak contends that

Sony management acted in bad faith by sending him to

EAP against company policy, neglecting to investigate

his complaints against Rullo, sabotaging his candidacy for

a position within e-Solutions, and conducting his annual

review at an inconvenient time. He argues that these actions

violated contractual obligations derived from Sony's Human

Resources Guides and a training program entitled Civil

Treatment forManagers.

[3] To determine whether a contract can be implied from

statements published in an employee handbook, we consider

the reasonable expectations of the employees. Woolley

v. HoffmannLa Roche, 99 N.J. 284, 298, 491 A.2d 1257

(1985); Witkowski v. Thomas J. Lipton, Inc.,136 N.J. 385,

392, 643 A.2d 546 (1994). To do this, we must examine the

definiteness and comprehensiveness of the policies as well

as the context of the manual's preparation and distribution.

Witkowski,136 N.J. at 39293, 643 A.2d 546.A company,

however, may prevent an employment guide from creating

an implied contract by including a clear and prominent

disclaimer. Woolley,99 N.J. at 285, 491 A.2d 1257;Nicosia

v. Wakefern Food Corp.,136 N.J. 401, 412, 643 A.2d 554

(1994).

We conclude that the document at issue here did not rise

to the level of contracts. It is significant, we believe, that

Holodak signed a job application which stated, I understand

that this employment application and any other documents,

including policies, handbooks, guidelines, practices, benefits

or manuals, are not intended to create any contractual

obligation.... App. at 469. The Sony Human ResourcesGuides contained a prominent disclaimer providing that the

Human Resources Guides are not a contract.... App. at

53. *152 Furthermore, Sony neither authored the booklet

entitled Civil Treatment for Managers nor adopted it as

policy; Sony simply used it to train its employees. Under the

circumstances, Holodak could not reasonably have expected

statements found in these documents to be enforceable

obligations. Because there was no contract, there was nothing

into which a term of fair dealing could be implied.

V.

We will affirm the order of the District Court.

Parallel Citations

2006 WL 3227785 (C.A.3 (N.J.)), 18 A.D. Cases 1300

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8/12/2019 Holodak v Rullo

5/5

Holodak v. Rullo, 210 Fed.Appx. 147 (2006)

18 A.D. Cases 1300

2014 Thomson Reuters. No claim to original U.S. Government Works. 5

Footnotes

1 We will not consider factual issues Holodak has raised for the first time on appeal. See Patterson v. Cuyler,729 F.2d 925, 929 (3dCir.1984)(This prudential policy seeks to insure that litigants have every opportunity to present their evidence in the forum designed

to resolve factual disputes.).

2 The application provided:I understand that this employment application and any other documents, including policies, handbooks, guidelines, practices,

benefits or manuals, are not intended to create any contractual obligation which in any way conflicts with Sony Corporation of

America's policy that the employment relationship between the Company and each employee is at-will and can be terminated,

with or without cause, and with or without notice, at any time, at the option of either the Company or the employee. I further

understand that any oral or written statements to the contrary are expressly disavowed and should not and cannot be relied upon.

Exceptions to this policy may only be made with the prior written approval of the Executive Vice President, Human Resources.

(App. at 469.)

3 Later in the Guides, it was stated:The employment relationship between the Company and its employees is at will. It is a relationship that can be terminated at

any time for any reason by either party. Notice may or may not be given by either party. The relationship is not contractual.

It is to be noted that Employment Applications, guidelines, policies, handbooks, manuals, benefit perquisites, compensation

plans or other practices do not constitute a contract with the Company. Oral statements are disavowed and cannot be relied upon.

(App. at 63.)

4 Holodak acknowledges having a problem with alcohol but states that he stopped drinking in June 1998 and began attending AlcoholicsAnonymous meetings.

5 While EAP is a benefit designed to assist Sony employees and ensure continued employment, EAP participants may not pursuetransfers or promotions for a period of six months.

6 Because we are required to assume that all of Holodak's factual allegations are true, we need not address his argument that the DistrictCourt made erroneous findings of fact.

End of Document 2014 Thomson Reuters. No claim to original U.S. Government Works.

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