Bennett v. Windstream Communications, No. 14-5091 (10th Cir. 2015)
Annotate this CasePlaintiff-Appellant Susan Bennett appealed the district court’s grant of summary judgment in favor of her employer, defendant-appellee Windstream Communications, Inc. Windstream acquired the company that had employed Bennett for twelve years, Paetec Communications, Inc. At the time of the acquisition, Bennett was a Fiber Optic Tech III, responsible for locating fiber optic cable, repairing, splicing, and testing it, and performing routine weekly and monthly maintenance at various sites. After the acquisition, Bennett’s pay and benefits remained the same. A few months after Windstream assumed Paetec’s operations, Todd Moore became Bennett’s supervisor. Moore instituted a policy requiring all technicians, including Bennett, to check in to an assigned manned office each morning at 8 a.m. unless they had tasks to perform at other worksites. Bennett was assigned to check in at the Tulsa office, which was the closest manned office to her home in Gore, Oklahoma. Given the distance between Gore and Tulsa, Bennett was required to commute a total of almost four hours each day. A Human Resources specialist, testified that the check-in policy, though not written, was standard Windstream practice. Bennett understood that she was required to report to the Tulsa office each morning at 8 a.m., yet she often arrived at the Tulsa office more than two hours late. On a number of occasions, she did not report to the Tulsa office at all or left several hours early to drive home, rather than working until 5 p.m. as required. Bennett was disciplined for her tardiness and absences. Concurrently with the discipline, Bennett complained of chest pains and made a workers' compensation claim for "work related stress." Bennett failed to return to work following her medical leave, and she was "separated" from the company. Bennett brought several claims alleging gender discrimination and retaliation under Title VII of the Civil Rights Act of 1964, age discrimination under the Age Discrimination in Employment Act (ADEA), violation of the Oklahoma Antidiscrimination Act (OADA), and constructive discharge in violation of Oklahoma public policy and federal law. Finding no reversible error, the Tenth Circuit affirmed the district court's order.
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