Peter & Rachel Atkinson, Et Ux., Appellants V. Les Schwab Tire Centers Of Wa, Inc. Respondent (Majority)

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1110 UU; T OF APPEALS loll 7 u;.lt..4 TA 20 ri APR 29 PM 8.: 145 IN THE COURT OF APPEALS OF THE STATE OF WASHINGT DIVISION II No. 44326 -1 - II PETER and RACHEL ATKINSON, husband and wife, and the marital community composed thereof, Appellants, v. UNPUBLISHED OPINION LES SCHWAB TIRE CENTERS OF WASHINGTON, INC., a Washington. corporation, Respondent, CIGNA HEALTHCARE, INC., a foreign corporation, Defendant. JOHANSON, J. Peter Atkinson Washington, Inc. ( Les Schwab), employment. Atkinson appeals sued his employer, Les Schwab Tire Centers of for disability discrimination after the company terminated his the trial court' s grant of summary dismissal of his claims. He argues that he produced evidence sufficient to establish prima facie discrimination claims for ( 1) disparate treatment, ( 2) hostile work environment, ( 3) unlawful retaliation, and ( 4) failure to provide reasonable accommodation. He further argues that the trial court abused its discretion in denying his motion, to impose sanctions and that the trial court erred in striking certain 1 Peter and Rachael Atkinson brought suit against Les Schwab as a marital community; we use identify Peter Atkinson. Atkinson" to No. 44326 -1 - II declarations. Viewing the record in a light most favorable to. Atkinson as the nonmoving party, we hold that. Atkinson failed to carry the necessary burden for each of his claims and, thus, we affirm the trial court' s summary judgment order in favor of Les Schwab. FACTS Atkinson has suffered from complex hereditary migraine headaches 2 since childhood. These migraine headaches cause pain, nausea, fatigue, and cognitive functioning difficulty. Shortly after his high school graduation in 1996, Atkinson accepted a position with Les Schwab in the " sales and service" department located in Longview. In 2003, Rory Cox, store manager of Les Schwab' s Chehalis location, hired Atkinson to serve as his second assistant manager. During his interview, Atkinson informed Rory3 that he experienced chronic migraines. Atkinson' s promotion to second assistant manager meant that he had additional responsibilities requiring greater flexibility and longer hours, typically 70 to 80 a week. Atkinson claimed that the additional hours contributed to the frequency and severity of his migraines. In April 2006, Rory promoted Atkinson to first assistant manager of the Chehalis Accepting the role of first assistant manager meant that Atkinson' s schedule became location. more demanding because he had to perform a central role in the day -to -day operations of the branch. According to Rory, Atkinson' s decrease in performance and lack of motivation became increasingly evident as his work load grew. 2" Complex hereditary migraine headaches" and " intractable migraine headaches" appear to be used interchangeably. The record does not clearly indicate which, if either, is an actual diagnosis or simply medical terminology used to describe migraines that do not respond effectively to treatment. 3 The first name of Rory Cox is used for clarity and to distinguish him from Doug Cox. 2 No. 44326 -1 - II Atkinson believed that he could do his job as first assistant manager without concern for his migraine symptoms approximately 80 to 90 percent of The remaining time, when the time. he felt that his condition was too much to bear, Atkinson would either miss work, require time sitting in the break during room, or, on rare occasions, Atkinson symptoms, migraine would leave for the continue remainder of working, but the would day. do so Other times at a " lesser capacity" because of his discomfort. Shortly after Atkinson was promoted to first assistant manager, his persistent migraines point of a conversation became the focal claimed for that told Atkinson that "[ he] need[ s] Rory work elsewhere." an e -mail the between Atkinson, to e -mail, 3 Clerk' Compton Ray Atkinson and s Papers ( CP) John that "[ stated Britton5 at to 446. get [ his] Rory, and migraines Mike Palin. 4 taken Atkinson care of or ... look This exchange prompted Atkinson to draft titled " Career Advice." 1 CP at 134. In the body of he has] now been advised to explore other career options, whether something different in the company or different altogether, if [his] migraine condition doesn' t improve." 1 CP at 134. The following days Atkinson received a call from Britton assuring him -hat his medical t condition continue would to move forwarded to not affect his mobility within forward in his capacity Doug Cox, as the company. Britton advised Atkinson to assistant manager. The e -mail was apparently one of the zone managers for Les Schwab, who told Rory that Atkinson' s migraines " were a medical issue [ and] they were not to be brought up in the context 4 Palin became the new second assistant manager when Atkinson was promoted from that role in 2006. 5 Compton was the district manager at the time of what role Britton occupied for Les Schwab. 3 the 2006 e -mail. The record is not clear as to No. 44326 -1 - II of the job." Rory and 3 CP that "[ sense, above [ 525. at Atkinson believed the e -mail began the souring of his relationship with Rory] wanted to get back at [ Atkinson] for that" because Atkinson " went, in a Rory' s] head to in [ the] people In late 2007, Atkinson applied to main office." the " 1 CP at 127. manager' s list," which allowed him to be considered for a store manager position by appearing and interviewing in front of a management review board. 1 CP Desiring the endorsement of a current manager before applying for 87. at the list, Atkinson sought and obtained the support of Rory, among others. In January 2008, Atkinson interviewed before the Following management review panel. that interview, Atkinson was not added to the manager' s list. Shortly thereafter, two members of the review board, Gary Wanderschied and George Saddler, met with Atkinson and Rory to discuss portions of Atkinson' s interview. Specifically, they discussed negative feedback from the peer review portion, the need for increased physical output and improved communication from Atkinson, in addition to the fact that his crew members accused him of disappearing from time to time or " hiding." 2 CP at 199. Over the course of the next year, Atkinson received a series of poor performance reviews. In December 2008, Atkinson had a meeting with Rory during which Rory conveyed certain performance concerns along with those expressed by Atkinson' s crew personnel. But Atkinson believed that the difficulties he experienced towards the end of his employment with Les Schwab emerged as a result of his 2006 e -mail and the subsequent deterioration of his relationship with Rory. Atkinson maintained that Rory often undermined his authority to other managers and would " work things in complained . that Rory a way that would tell got other the crew mad employees 4 at [ him]." that Atkinson 1 CP was " at 128. hiding Atkinson out" in the No. 44326 -1 - II bathroom and 3 CP from illness. didn' t that he " just had it out members of the want 490, 493. at for [ Atkinson]." crew made to be ... part of the work" when he was actually vomiting Atkinson stated that a former co- worker mentioned that Rory 3 CP insulting at Atkinson also complained that Palin and other 493. comments that belittled his 6 condition. Atkinson claimed that his work environment became uncomfortable because of the apparent animosity the other managers developed toward his condition. In January 2009, Rory e- mailed a list of concerns regarding Atkinson' s performance to L' Hommedieu, Greg one of Les Schwab' s area managers. L' Hommedieu and Rory met with Atkinson following the e -mail exchange to discuss where his performance as assistant manager was lacking. L' Hommedieu reportedly warned Atkinson that failure to improve performance promptly in his would result had performance not removal as assistant manager. improved satisfactorily, Atkinson In March 2009, when Atkinson' s was " removed from his position" 7 as assistant manager. 2 CP at 192. Following his removal as assistant manager, Atkinson applied for and began to receive disability benefits through the Social Security Administration ( SSA). Atkinson also met with Dr. Elena Robinson after his termination. Dr. Robinson concluded that Atkinson was unable to work in any capacity, including light duty, and that Atkinson could not perform the essential functions of his job. 6 Atkinson headache." stated that Palin disparaged him by referring to his migraines as " another little 1 CP at 97. 7 This process involves removal from a managerial role but does not fully terminate employment until 30 days elapse. No. 44326 -1 - II Atkinson contended that he could have been more effective in his role as first assistant manager had Les Schwab allowed him certain accommodations. In Atkinson' s view, he would have been able to continue working as first assistant manager if his hours had been reduced, if consistent, uninterrupted lunches were scheduled, and if he were provided the flexibility to take breaks whenever he needed reprieve from his 8 migraines. But according to Rory, the Chehalis store' s fast pace and high sales volume meant that the management team' s presence was essential and that they were unable to enjoy the luxury of regular, uninterrupted breaks and short hours. Atkinson filed a complaint against Les Schwab under the Washington Law Against Discrimination ( WLAD) 9 and unlawful retaliation. for disparate treatment, failure to provide reasonable accommodation, Les Schwab moved for summary judgment on all claims. The trial court found no genuine issue as to any material fact and granted Les Schwab' s motion for summary judgment. Atkinson appeals. ANALYSIS We review summary judgment orders de novo, viewing the facts in the light most favorable to the nonmoving party. 16, 26, 109 P. 3d 805 ( 2005). Vallandigham v. Clover Park Sch. Dist. No. 400, 154 Wn.2d Trial courts properly grant summary judgment where the pleadings and affidavits show no genuine issue of material fact and the moving party is entitled to judgment as a matter of law. CR 56( c). To defeat an employer' s motion for summary judgment 8 When asked whether he ever told Rory that a short lunch break would help alleviate some of the pain during migraines, Atkinson said, " I believe I did ... three or four times" and that he recalls being told that he should work through it; but Atkinson cannot remember when he brought this up. 3 CP at 446. 9 Ch. 49. 60 RCW. 6 No. 44326 -1 - II in an employment discrimination case, an employee must do more than express an opinion or make conclusory statements; the employee must establish specific and material facts to support each element of a prima facie case. Marquis v. City ofSpokane, 130 Wn.2d 97, 105, 922 P. 2d 43 1996). DISPARATE TREATMENT Atkinson contends that summary judgment in favor of Les Schwab was improper because he established a prima facie disparate treatment claim. Specifically, he argues that he has direct evidence of discriminatory intent or, in the alternative, that he meets the McDonnell Douglas'° burden- shifting test. Viewing the evidence in a light most favorable to Atkinson, we hold that Atkinson failed to produce sufficient evidence that discriminatory intent was a substantial factor in his termination under the direct evidence test. We hold further that Atkinson failed to produce sufficient evidence of pretext under the McDonnell .Douglas test Therefore, the trial court properly granted Les Schwab summary judgment on Atkinson' s disparate treatment claims. A. RULES OF LAW Disparate treatment occurs when an employer treats some people less favorably than others because 11 of race, color, religion, sex, or Fibre Co., 162 Wn.2d 340, 354 to a disparate treatment claim. n.7, other protected status. 172 P. 3d 688 ( 2007). McClarty v. Hegwine v. Longview Disability discrimination can give rise Totem Elec., 157 Wn.2d 214, 222, 137 P. 3d 844 to McDonnell Douglas Corp. v. Green, 411 U. S. 792, 93 S. Ct. 1817, 36 L. Ed. 2d 668 ( 1973). 11 Disability is a protected status. RCW 49. 60. 180( 3). 7 No. 44326 -1 - II 2006). 12 A plaintiff may establish a prima facie case by either offering direct evidence of an employer' s discriminatory intent, or, when a plaintiff lacks direct evidence, by satisfying the McDonnell Douglas burden -shifting test that gives rise to an inference of discrimination. Kastanis v. Educ. Emps. Credit Union, 122 Wn.2d 483, 491, 859 P. 2d 26, 865 P. 2d 507 ( 1993). B. DIRECT EVIDENCE TEST Under the direct evidence test, a plaintiff can establish a prima facie case by providing direct evidence that the defendant employer acted with a discriminatory motive in taking an adverse employment action against an employee with a protected status. Kastanis, 122 Wn.2d at 491. A plaintiff must also substantial factor in establish an employment discriminatory that the decision. ' motivation was a "' significant or Kastanis, 122 Wn.2d at 491 ( quoting Buckley v. Hosp. Corp. ofAm., Inc., 758 F.2d 1525, 1530 ( 11th Cir. 1985)). We generally consider an employer' s discriminatory remarks to be direct evidence of discrimination. See Johnson 2002) ( plaintiff v. Express Rent & Own, Inc., 113 Wn. App. 858, 862, 56 P. 3d 567 reversing summary judgment for employer based on supervisor' s ageist comments that did not fit company' s image of a " youthful, fit - GQ' ` looking mold"). Here, to satisfy the direct evidence test, Atkinson must demonstrate that Les Schwab acted with a discriminatory motive, and that the discriminatory motive was a significant or substantial factor in taking an adverse employment action against him based on his protected disability status. Atkinson easily discharged from his satisfies position, which is the the adverse ultimate 12 employment adverse action employment prong. action. He was In addition, I McClarty, Hill v. BCTI Income Fund - , 144 Wn.2d 172, 23 P. 3d 440 ( 2001), and Davis v. Microsoft Corp., 149 Wn.2d 521, 70 P. 3d 126 ( 2003), utilize a definition of "disability" that has But these cases remain good law for the since been superseded by statute. RCW 49. 60. 040( 7). propositions for which we cite them. 8 No. 44326 -1 - II Atkinson to need[ s] direct presented get [ his] evidence of discriminatory migraines under control or find motive in Rory' work elsewhere." s comment that "[ he] 1 CP at 84. Although a significant amount of time passed between Rory' s comment and Atkinson' s termination, we assume, without deciding, that a statement of this nature constitutes direct evidence discrimination of when in viewed a light most favorable to Atkinson. But even assuming that Atkinson established that Rory' s comment was direct evidence of discrimination, his disparate treatment claim still fails under the direct evidence test because he cannot produce sufficient evidence that the discriminatory motive was a substantial factor in his termination. Atkinson contends that animosity existed between himself and his superiors because of his condition, especially after he sent the 2006 He asserts that his termination nearly e -mail. three years later was the culmination of a deteriorated relationship. In response to Les Schwab' s assertion that Atkinson' s inconsistent performance was the reason for his termination, Atkinson claims that disciplinary action for performance- related issues does not make sense because he had the consent and support of several of the area managers to appear before the management review dollar In his board. view, Atkinson' s performance " was -good enough to -run a multimillion 1 CP at 88. store." But Atkinson' s subjective opinion does not establish that his medical condition was a substantial factor in his discharge13 and several of Atkinson' s reviews indicate performance the concerns as 13 See Steckl v. sole factor that motivated Les Schwab' s decision. Motorola, Inc., 703 F. 2d 392, 393 ( 9th Cir. 1983) ( In March 2008, Atkinson' s stating that mere assertion that defendant had discriminatory motivation and intent is inadequate to preclude summary App. 183, 191, 937 P. 2d 612 ( An employee' s assertion of good performance to contradict the employer' s assertion of poor performance does judgment); not give see rise to also a Chen v. reasonable State," 86 Wn. inference of discrimination.), 1997). 9 review denied, 133 Wn.2d 1020 No. 44326 -1 - II performance review suggested that his commitment to the store, his ability to work cooperatively with and customers environment needed co- workers, his ability to balance his and improvement. 2 CP at 203. workload in a" rapid pace" Atkinson' s review in July 2008 mentioned subpar communication skills and the need for development as a crew leader. In a performance December was 2008 necessary. meeting, 2 CP at Rory 210. told Atkinson that a " quantum leap" in job Also, in 2008, neutral members of the management review board traveled from Portland, Oregon to Chehalis specifically to meet with Atkinson to discuss ways he could improve in certain areas before he next interviewed for the list, including management skills and issues mentioned in negative reviews from his crew members. Moreover, it was Rory who both hired Atkinson and played an integral, if not the primary, role in the decision to remove him. When someone is both hired and fired by the same decision makers within a relatively short period of time, there is a strong inference that he or she was not discharged because of any attribute the decision makers were aware of at the time of the hiring. 14 Hill v.. Harcourt, v. I BCTI Income Fund - , 144 Wn.2d 172, 189, 23 P. 3d 440 ( 2001) ( Brace & Co. 104 F. 3d 267, 270 -71 ( 9th Cir. 1996)). citing Bradley Here, Atkinson was hired by Rory in 2003, promoted by Rory in 2006, and fired by Rory in 2009. Atkinson made it clear that Rory was aware of Atkinson' s condition when he was initially hired. Atkinson does not show that Les Schwab' s alleged discriminatory motive was a substantial factor in the decision to terminate his employment. Atkinson' s burden under RCW 49.60. 180 is to present evidence sufficient for a trier of fact to reasonably conclude that the 14 See Bradley v. Harcourt, Brace & Co., 104 F. 3d 267, 270 -71 ( 9th Cir. 1996) ( "[ W]here the same actor is responsible for both the hiring and the firing of a discrimination plaintiff, and both actions occur within a short period of time, a strong inference arises that there was no discriminatory motive. "). 10. No. 44326 -1 - II alleged unlawfully discriminatory animus was more likely than not a substantial factor in the adverse employment action. Hill, 144 Wn.2d at 186 -87. Atkinson' s inability to demonstrate that discrimination against his disability was a substantial factor leading to his termination fails to create any genuine issue of material fact sufficient to reverse the trial court' s summary dismissal of his claim. Accordingly, Atkinson fails to establish a prima facie case of disparate treatment under the direct evidence test. C. MCDONNELL DOUGLAS TEST In the alternative, Atkinson argues that he satisfied the McDonnell Douglas burden - shifting test. Atkinson contends that any reason for his termination offered by Les Schwab was a Though Atkinson may be able to establish the elements of a prima facie case under the pretext. McDonnell Douglas burden- shifting test, his disparate treatment claim fails because he cannot demonstrate that Les Schwab' s articulated reasons for Atkinson' s termination were pretext. Under the McDonnell Douglas test, a plaintiff establishes a prima facie case if he presents evidence that ( 1) he belongs to a protected class; ( 2) he was treated less favorably in the terms or conditions of his employment (3) than a similarly situated, nonprotected employee; and 4) he Dep' t and the of Soc. & nonprotected " comparator" were doing substantially the same work. Johnson v. Health Servs., 80 Wn. App. 212, 227, 907 P. 2d 1223 ( 1996). If the plaintiff establishes his prima facie case under McDonnell Douglas, then a legally mandatory, rebuttable presumption of discrimination temporarily takes hold, and the evidentiary burden shifts to the defendant to produce admissible evidence of a legitimate, nondiscriminatory explanation for the adverse employment action sufficient to raise a genuine issue of fact as to whether the defendant discriminated against the plaintiff. Hegwine, 162 Wn.2d at 354. If the employer meets this intermediate production burden, the presumption established by having the 11 No. 44326 -1 - II prima facie 162 Wn.2d evidence rebutted and the presumption simply drops out of the picture. Hegwine, Once the presumption is removed, the plaintiff is then afforded a fair 354. at is opportunity to show the defendant' s stated reason for the adverse action was in fact a pretext. Hegwine, 162 Wn.2d at 354. If a plaintiff cannot present evidence that the defendant' s reasons for the adverse employment action are untrue or pretext, summary judgment is proper: Domingo v. Boeing Emps. ' Credit Union, 124 Wn. App. 71, 78, 98 P. 3d 1222 ( 2004). Even assuming, without deciding, that Atkinson has established a disparate treatment prima facie case under the McDonnell Douglas test, his claim fails because he is unable to demonstrate that Les Schwab' s proffered reasons for his termination were pretext and this failure is fatal to his claim. To prove pretext, a plaintiff must show that the defendant' s articulated reasons ( 1) had no basis in fact, ( 2) were really motivating factors for its decision, ( 3) not were not temporally connected to the adverse employment action, or ( 4) were not motivating factors in employment decisions for other Servs., 169 Wn. employees in the App. -137; 161; 279 same circumstances. Fulton v. Dep' t of Soc. & Health P..3d 500 ( 2012)._ To meet this burden, the employee is not - required to produce evidence beyond that already offered to establish a prima facie case or direct smoking gun" evidence. Sellsted v. Wash. Mut. Say. Bank, 69 Wn. App. 852, 860, 851 P. 2d 716, review denied, 122 Wn.2d 1018 ( 1993). A court may grant summary judgment when the record conclusively revealed some other, nondiscriminatory reason for the employer' s decision, or if the plaintiff created only a weak issue of fact as to whether the employer' s reason was untrue and there was abundant and uncontroverted 110 Wn. App. independent evidence that no 628, 637, 42 P. 3d 418 ( 2002). discrimination occurred. Milligan v. Thompson, Thus, the trial court should submit the case to a 12 No. 44326 -1 - II jury only when it determines that all three facets of this burden -shifting scheme are met and that the parties have produced sufficient evidence supporting reasonable but competing inferences of both discrimination and nondiscrimination. Fulton, 169 Wn. App. at 149. Under these facts, our analysis of the pretext issue under McDonnell Douglas will depend on substantially the same evidence as the " substantial factor" analysis above. Assuming that the burden did shift to Les Schwab to articulate a nondiscriminatory reason for its decision to discharge Atkinson, it has done so with a lengthy and detailed list of performance concerns. The burden then shifts back to Atkinson to show that the reasons are mere pretext for a discriminatory purpose, and if he cannot, summary judgment for Les Schwab is appropriate. Grimwood v. Univ. of Puget Sound, Inc., 110 Wn.2d 355, 364, 753 P. 2d 517 ( 1988). Our Supreme Court' s worked as 110 Wn.2d the director at 356. of pretext analysis food services in Grimwood is illustrative. for the University of There, the plaintiff Puget Sound ( UPS). Grimwood, Following his termination, Grimwood alleged age discrimination, but UPS contended that serious performance issues were the actual reason. Grimwood, 110 Wn.2d at 357. In support of his position, Grimwood offered letters from users of his services expressing satisfaction with the same. Grimwood, 110 Wn.2d at 364. But the court stated that these letters were insufficient to overcome the reasons articulated by UPS for Grimwood' s termination because the letters did not come from anyone charged with evaluation of his performance whereas UPS supported its own reasons with statements from individuals who did evaluate and supervise Grimwood. Grimwood, 110 Wn.2d at 365. Moreover, the court _ found that the employer' s reasons for discharging plaintiff were bolstered by the fact that there were written complaints long before plaintiff's termination and by the fact that some complaints about his performance came from those under plaintiff' s 13 No. 44326 -1 - II supervision rather than someone with authority to discharge. Grimwood, 110 Wn.2d at 365. UPS had also warned Grimwood six months before his termination that continued substandard performance 365. in the designated areas would be cause for dismissal. Grimwood, 110 Wn.2d at The employer called Grimwood' s job deficiencies to his attention in writing, suggested ways he could improve his performance, and expressed a willingness to assist him in correcting the problems. Grimwood, 110 Wn.2d at 364 -65. Here, in addition to his own opinion, Atkinson offers declarations that either support his performance or question came from anyone Les Schwab' having s motivation supervisory power. for removing him. But like Grimwood, none Instead, these declarations were from family members and a former co- worker. Furthermore, as mentioned above, Les Schwab presented evidence establishing that it had well -documented concerns regarding Atkinson' s performance. These issues were documented in performance reviews, managers, and meeting members of a notes, and e- mails. promotion review They were expressed by store managers, area board. Some of these documents indicate performance concerns expressed by employees under Atkinson' s - supervision, who had no authority to discharge him. Atkinson fails to establish that Les Schwab' s reasons for terminating Atkinson' s employment had no basis in fact or were not really motivating factors in the ultimate decision. Even when the evidence is viewed in a light most. favorable to Atkinson, Les Schwab presented abundant and uncontroverted evidence that no discrimination occurred, and Atkinson' s evidence is too weak to establish that the reasons offered by Les Schwab were mere pretext. Accordingly, Atkinson' s disparate treatment claims fail, and summary judgment was therefore appropriate on this claim. 14 No. 44326 -1 - II ACCOMMODATION Atkinson next argues that Les Schwab failed to reasonably accommodate his medical He does not assert that he requested and was subsequently denied accommodations; needs. rather, he contends that certain accommodations had been offered since the beginning of his employment with Les Schwab and that Rory began to withdraw those accommodations. Les Schwab responds that Atkinson cannot retroactively request accommodations and that if the law did allow such a request, the accommodations he sought were unreasonable because they are essential functions of his 15 position. Viewing the evidence in a light most favorable to Atkinson, we hold that he failed to produce evidence sufficient to establish a prima facie case that Les Schwab failed to offer reasonable accommodations because the accommodations Atkinson desired would have altered essential functions of Atkinson' s position. Therefore, summary judgment was properly granted in favor of Les Schwab on this claim. A. RULES OF LAW Our high court has laid out four elements that an employee must show to establish a prima facie case of failure - -reasonably to accommodate a disability: - ( 1) the employee has a sensory, mental, or physical abnormality that substantially limited his or her ability to perform the job; ( 2) the employee was qualified to perform the essential functions of the job in question; 3) the employee gave the employer notice of the abnormality and its accompanying substantial 15 Les Schwab also argues in its brief that Atkinson did not engage in the " interactive process" which is the terminology our courts use to describe the communication that must occur between the employer and the employee so that the employer remains reasonably apprised as to the While Les Schwab is likely correct that this failure would defeat Atkinson' s accommodation claim, each party devotes more focus to the issues set forth in employee' s accommodation needs. the analysis below. We do not address whether Atkinson failed to engage in the interactive process because his accommodation claim is fatally flawed on other grounds. 15 No. 44326 -1 - II limitations; and ( 4) upon notice, the employer failed to affirmatively adopt measures that were available to the medically necessary to employer and accommodate Foodmaker, Inc., 152 Wn. 2d 138, 145, 94 P. 3d 930 ( 2004). the second element the the abnormality. Riehl v. Our analysis focuses primarily on essential functions of the job. B. ESSENTIAL FUNCTION An employer is not required to offer accommodations that alter the essential functions or fundamental job duties P. 3d 126 ( 2003). of a given position. In Davis, Davis v. Microsoft Corp., 149 Wn.2d 521, 534, 70 a systems engineer sued his former employer for failing to reasonably accommodate him when various medical issues required him to reduce his hours and workload drastically. 149 Wn.2d at 527. As a systems engineer, Davis was regularly required to work over 50 hours a week, sometimes between 60 to 80 hours when new products were launched. Davis, 149 Wn.2d at 526. The court in Davis affirmed a grant of summary judgment in favor of Microsoft noting that the varying hour requirements, the frequent travel, and the unpredictable customer demands, taken together, constituted an case and hours Davis and are factually essential similar inconsistent breaks in function some exacerbated of key his Davis' s position. respects. migraine 149 Wn.2d -at 526. This Here, Atkinson felt that extended symptoms. Atkinson claims that he could have been accommodated fairly if his work hours were reduced to 40 or 50, a level similar to those he worked in the " sales and service" position. Atkinson also felt that Les Schwab should allow him the flexibility necessary to take breaks and uninterrupted lunches when he experienced migraines. But long hours, changing conditions, and availability to handle issues that arise unexpectedly are key aspects of a managerial role. The Chehalis Les Schwab averaged more than five million dollars in sales annually. 16 To handle this volume, there were nearly 30 No. 44326 -1 - II employees and only 3 managers at any given time. The management team was expected to be at the location before the hourly employees and to stay later. The luxury of completely uninterrupted breaks was not available to managers as it may have been for others. By his own admission, Atkinson never knew whether he did or did not need additional flexibility to take breaks because of the sudden onset of his migraines. It appears that Atkinson desired the slower pace of his " sales and service" job but with the higher compensation of the assistant manager position. Atkinson during his employment and it was was well reasonable for Les Schwab to expect longer hours from salaried managers than they would hourly employees. Atkinson' s desired accommodations would have required Les Schwab to alter essential functions of his position. This is a result that the law neither intends nor requires. The trial court did not err in granting summary judgment in favor of Les Schwab on Atkinson' s accommodation claim. C. APPLICATION OF CLEVELAND V. POLICY MANAGEMENT SYSTEMS CORP. Atkinson also claims that the trial court granted summary judgment in favor of Les Schwab on Atkinson' s accommodation claim largely because Atkinson claimed total- disability on his application precludes for disability benefits summary judgment on these. under the SSA. grounds. According to Atkinson, Cleveland" Les Schwab argues that Atkinson' s claim of total disability for the purpose of SSA benefits was diametrically opposed to his assertion that he could perform the essential functions of his job with reasonable accommodations. Because Atkinson offered no explanation to resolve the inconsistency between his SSA disability 16 17 Atkinson made Cleveland v. nearly $ 115, 000 in his last year with Les Schwab. Policy Mgmt. Sys. Corp., 526 U. S. 795, 119 S. Ct. 1597, 143 L. Ed. 2d 966 1999). 17 No. 44326 -1 - II and application his current claim, accommodation his argument that Cleveland precludes summary judgment fails. The Court in Cleveland determined that claims for Social Security Disability Insurance SSDI) under Disabilities estops the the Social Act18 Security ( SSA) and for damages under the Americans with Act19 ( ADA) do not inherently conflict to the point that receipt of SSDI benefits recipient from pursuing an ADA claim. Cleveland U.S. 795, 802 -03, 119 S. Ct. 1597, 143 L. Ed. 2d 966 ( 1999). v. 20 Policy Mgmt. Sys. Corp., 526 The Court explained that the confusion derives from the fact that the ADA requires that an individual maintain the ability to perform essential functions of her job, at least with reasonable accommodation, while eligibility for SSDI benefits is their] which reserved previous work ' exists in the for those disabilities so severe that they are "` unable to do engage in any other kind of substantial gainful work cannot ... and ' national having economy. ' Cleveland, 526 U. S. at 797 ( alteration in original) quoting 42 U. S. C. § 423( d)( 2)( A)). The court reconciled the seemingly divergent provisions by characterizing the total disability necessary for SSDI benefits as " often impl[ying] a context related legal conclusion." Cleveland, 526 U. S. purpose of the at 802. SSA while In effect, a person can be considered legally disabled for the' perhaps able to work if offered the kind of reasonable accommodations that the SSA does not take into account. Cleveland, 526 U.S. at 802 -03. 18 42 U. S. C. A. § 423( d)( 2)( A). 19 42 U.S. C. A § 12111( 8). 20 The ADA is the federal counterpart to WLAD. 106 Wn.2d 102, 118, 720 P. 2d 793 ( 1986) ( See Clarke v. Shoreline Sch. Dist. No. 412,. stating that Washington courts look to federal discrimination law in interpreting the WLAD). 18 No. 44326 -1 - II Atkinson is correct that his application for ( and subsequent receipt of) SSDI benefits in and of itself does not constitute appropriate grounds for summary dismissal of his WLAD claims nor does it estop him from seeking money damages. is flawed for two reasons: ( But Atkinson' s accommodation argument 1) he fails to explain the contradiction between his SSDI application and his WLAD claims as Cleveland requires, 526 U. S. at 806; and ( 2) days after his termination, Atkinson' s doctor made several additional statements that described the extent of Atkinson' s condition and his inability to work. The Cleveland Court held that although an ADA plaintiff is not estopped from seeking damages after receiving SSDI benefits, he or she cannot simply ignore the apparent contradiction arising out of the earlier claim of total disability. 526 U. S. at 806. A discrimination plaintiff must proffer a sufficient explanation as to the inconsistencies and if they fail to do so, prior assertions of inability to work in the earlier application will appear to negate essential elements of ADA claims, rendering summary judgment appropriate.21 In his application for SSDI benefits, Atkinson describes himself as being completely bedridden by the severe pain associated with his migraines. Atkinson mentions that his job duties required him to run, walk, climb, and lift for approximately five to seven hours a day. Atkinson then claims that he cannot walk, drive, lift objects, or interact with others during migraines, and that he was unable to work beginning on March 6, 2009. On March 18, 2009, 12 days after Atkinson was removed from his position, Atkinson' s doctor, Dr. Robinson, filled out a medical certification form on which she answered several questions about Atkinson' s condition 21 " Summary judgment for a defendant is appropriate when the plaintiff `fails to make a showing sufficient at .806 ( to establish alteration in the existence of an element essential original) ( to [ her] case. "' Cleveland, 526 U. S. quoting Celotex Corp. v. Catrett, 477 U. S. 317, 322, 106 S. Ct. 2548, 91 L. Ed. 2d 265 ( 1986)). 19 No. 44326 -1 - II and the work related Atkinson whether She also essential limitations it was able answered "[ functions of n] o" to She creates. perform work of answered " no" any kind, to the question inquiring as to including light duty 1 CP at 180. tasks. when asked whether Atkinson could perform one or more of the, his job. 1 CP at 180. In early June 2009, Atkinson saw Dr. Robinson again who concluded their meeting with a report stating that Atkinson' s condition had not improved and that she recommended that Atkinson not return to work. Atkinson has made no . attempt to explain the contradictory nature of his previous statements or to resolve the disparities between those statements and his current belief that he can perform the essential Merrill Cohen, who regularly CP at functions claimed of to have as a " vocational expert" in his former job. a " vocational disability Atkinson submitted a declaration by rehabilitation adjudications before practice" and administrative who served law judges. 4 762. The essential premise of Cohen' s declaration is that applications for various benefits by unemployed workers often require conclusory statements that appear mutually exclusive but actually are not. But Cohen is describing the relationship between Atkinson' s application for emergency unemployment benefits and Atkinson' s need for accommodation. Cohen addresses the fact that Atkinson indicated that he was fully able to work on the aforementioned application ostensibly to preempt any attempt by Les Schwab to defeat Atkinson' s accommodation argument based on the statements Atkinson provided to the Employment Security Department of Washington. Though somewhat similar, this is not what Cleveland requires. Rather, Atkinson was required to explain inconsistencies created by his previous statements that he was fully unable to 20 No. 44326 -1 - II work in any capacity and to reconcile those statements with his later claim that his employer failed to reasonably accommodate him. This is the explanation Atkinson failed to address. Furthermore, a party cannot create a genuine issue of fact sufficient to survive summary judgment simply by contradicting his or her own previous sworn statement. Cleveland, 526 U. S. at Atkinson and Atkinson' s doctor stated that he was unable to work because of his 806. Atkinson has acted in accordance with those statements since his termination from condition. Les Schwab has and not returned to Atkinson' s accommodation claim fails employment. because he has not established the existence of any genuine issue of material fact regarding his ability to perform the essential functions of his former job. Summary judgment was proper on this claim. RETALIATION Atkinson next asserts that Rory developed a discriminatory animus towards Atkinson following his retaliatory Atkinson' 2006 action e -mail to Les Schwab' in the form s work, ( of (1) s corporate office. complaints about Atkinson alleges that Rory took Atkinson' s disability, ( 2) overt criticism of 3) increasing Atkinson' s workload, and ( 4) undermining Atkinson' s authority. Viewing the evidence in a light most favorable to Atkinson, we hold that he failed to produce evidence sufficient to establish the requisite causal link between his participation in statutorily protected activity and the adverse employment action taken against him. Therefore, summary judgment was properly granted in favor of Les Schwab on Atkinson' s retaliation claim. A. RULES OF LAW The WLAD prohibits retaliation against a party asserting a claim based on a perceived violation of his civil rights or participating in an investigation into alleged workplace discrimination. RCW 49. 60. 210( 1). To establish a prima facie retaliation case, a plaintiff must 21 No. 44326 -1 - II show that ( 1) employment he action adverse action. engaged against Short v. in statutorily him, 3) and ( protected activity, ( 2) his employer took adverse there is a causal link between the activity and the Battle Ground Sch. Dist., 169 Wn. App. 188, 205, 279 P. 3d 902 ( 2012). Our focus here is whether Atkinson engaged in statutorily protected activity and if so, whether that activity was causally linked to his demotion.22 B. STATUTORILY PROTECTED CONDUCT An employee engages in WLAD protected activity when he opposes employment practices forbidden by antidiscrimination law or other practices that he reasonably believed to be discriminatory. actually be Short, 169 Wn. unlawful App. at 205. It is not necessary that the conduct complained of because "` [ a] n employee who opposes employment practices reasonably believed to be discriminatory is protected by the opposition clause whether or not the practice is actually internal discriminatory. "' Graves v. Dep' t of Game, 76 Wn. App. 705, 712, 887 P. 2d 424 ( 1994) quotation marks omitted) ( F. 2d 1149, 1157 ( 9th Cir. 1982)). quoting Gifford v. Atchison, Topeka & Sante Fe Ry., 685 Absent some reference to the plaintiff' s protected status, a general complaint about an employer' s unfair conduct does not rise to the level of protected activity in a discrimination action under 734, 315 P. 3d 610, 620 -21 ( 2013) ( WLAD. Alonso v. Qwest Commc ' ns Co., 178 Wn. App. citing Graves, 76 Wn. App. at 712)). Here, Atkinson sent an e -mail to company managers above his local managerial structure because he was concerned about Rory' s statement and the implication that Atkinson' s condition may be would a detriment to his bar him from future continued mobility. promotion. Atkinson was fearful that his disability alone Refusal to promote an employee because of a disability 22 Because Atkinson was removed from his managerial role, the second element is easily satisfied and not contested by the parties. 22 No. 44326 -1 - II be would a violation of WLAD. RCW 49. 60. 180( 3). It is fair to conclude that Atkinson wrote the e -mail in opposition to an employment practice that he reasonably believed would be When the evidence is viewed in a light most favorable to Atkinson as the discriminatory. nonmoving party, his e -mail constitutes protected activity. C. CAUSATION Atkinson must also demonstrate that sending the e -mail and his removal as manager were causally Causation can be inferred from the timing of the adverse action; proximity in linked. time between the adverse action and the protected activity, coupled with the existence of satisfactory work performance and supervisory evaluations suggest an improper motive. Kahn v. Salerno, 90 Wn. App. 951 P. 2d 321, 110, 130 -31, review denied, 136 Wn.2d 1016 ( 1998). Moreover, to show a causal connection, the employee must specifically show that the employer' s motivation for the discharge was the employee' s exercise or intent to exercise the protected rights. Wilmot v. Kaiser Aluminum & Chem. Corp., 118 Wn.2d 46, 68 -69, 821 P. 2d 18 ( 1991). The plaintiff need not establish that retaliation for protected activity was the sole reason for the adverse employment- action; he must show only that retaliation was -a substantial- motivating factor. Allison v. HousingAuth., 118 Wn.2d 79, 96, 821 P. 2d 34 ( 1991). Atkinson fails to Rory him." wanted 1 CP instances establish to retaliate after at 127. where the causation element. Atkinson Describing there was just the no sent the e -mail because "[ alleged retaliation, leeway," and that "[ 23 He makes a speculative assertion that Rory] felt like I was going after Atkinson states, "[ T] here [ were] a lot of Rory] would work things in a way that got No. 44326 -1 - II the crew out" mad at [ him]." in the bathroom 1 CP when he at 128. was Atkinson claims that Rory told employees he was " hiding experiencing illness from migraines. 3 CP at 490. Atkinson recounts a specific instance when Rory approved his vacation time off then told the other employees he was upset with Atkinson for being elsewhere during a busy time. Notwithstanding the fact that Atkinson may have found these behaviors offensive, they do not appear to be connected with his 2006 complaint nor are they adverse employment actions in themselves. Furthermore, there is a striking lack of temporal proximity which tends to indicate that there is no nexus between Atkinson' s e -mail and his discharge. Francom v. Costco Wholesale Corp., 98 Wn. App. 845, 863, 991 P.2d 1182, review denied, 141 Wn.2d 1017 ( 2000). The court in Francom noted that 15 months had passed between the plaintiff' s complaint and an adverse employment action when it declared a connection unlikely. 98 Wn. App. at 863. Here, nearly three full years passed23 between Atkinson' s 2006 e -mail and his 2009 termination. During this time, Rory supported Atkinson' s attempted promotion to store manager. Finally, there was evidence of repeated unsatisfactory performance evaluations before Atkinson' s termination was a substantial Atkinson fails to establish that his participation in a protected activity Even when viewed in a light most favorable to factor in his termination. Atkinson, he fails to establish a prima facie case for retaliation. Summary judgment to Les 24 on Atkinson' also Villiarimo Schwab 23 See s unlawful retaliation claim was v. properly granted. Aloha Island Air, Inc., 281 F. 3d 1054, 1065 ( 9th Cir. 2002) ( finding that 18 months between complaint and action is too long to give inference of causation). 24 Atkinson also attempts to this issue because Atkinson advance a did hostile not advance work environment claim. this argument We decline to consider below. A hostile work environment claim does not appear in Atkinson' s response to Les Schwab' s motion for summary judgment nor does it appear as a cause of action in his complaint. We consider only evidence and issues called to the attention of the trial court. RAP 9. 12. 24 No. 44326 -1 - II SANCTIONS AND MOTION TO STRIKE Atkinson appeals the trial court' s denial of his second motion for sanctions claiming that he was prejudiced by the inability to obtain necessary discovery. Additionally, Atkinson contends that the trial court erred in striking entire witness declarations instead of only inadmissible portions. We hold that the trial court did not abuse its discretion in refusing to impose additional sanctions nor did it strike Atkinson' s witnesses' declarations. A. RULES OF LAW A trial court exercises broad discretion in imposing discovery sanctions under CR 26( g) or 37( b) and its determination will not be disturbed absent a clear abuse of discretion. Magana v. Hyundai Motor Am., 167 Wn.2d 570, 582, 220 P. 3d 191 ( 2009). discretion when its order is manifestly unreasonable or based Sto Indus., Inc., 156 Wn.2d 677, 684, 132 P. 3d 115 ( 2006). " A trial court abuses its on untenable grounds. Mayer v. A discretionary decision rests on untenable grounds' or is based on ` untenable reasons' if the trial court relies on unsupported facts or applies the wrong legal standard; the court' s decision is ` manifestly unreasonable' if ` the court, despite applying the correct legal standard to the supported facts, adopts a view that no reasonable person would take. "' Mayer, 156 Wn.2d at 684 ( internal quotation marks omitted) quoting State v. Rohrich, 149 Wn.2d 647, 654, 71 P. 3d 6338 ( 2003)). An appellate court reviews all trial court rulings made in conjunction with a summary judgment motion de novo. Folsom v. Burger King, 25 135 Wn.2d 658, 663, 958 P. 2d 301 ( 1998). No. 44326 -1 - II This includes a ruling on a motion to strike evidence. Rice v. Offshore Sys., Inc., 167 Wn. App. 77, 85, 272 P. 3d 865, review denied, 174 Wn.2d 1016 ( 2012). B. DENIAL OF SECOND MOTION FOR SANCTIONS Atkinson deposed Stacey Lynch, a human resources manager for Les Schwab. During the first deposition, counsel for Les Schwab instructed Lynch not to respond to the majority of Atkinson' s inquiries. In response, Atkinson moved for sanctions, requesting a continuance of the summary judgment attorney fees, hearing, and costs. for a second deposition. The trial court granted Atkinson' s motion in part. Still unsatisfied after conducting the second deposition, Atkinson filed a second motion for sanctions to which he also attached declarations from Gerry Arnson, Cohen, and Valissa Les Schwab moved to strike thesee declarations, but the court substantially denied the Holdt. motion, striking only inadmissible hearsay statements. The trial court also denied Atkinson' s second motion for sanctions. Atkinson' s primary contention is that Les Schwab continued to obstruct the discovery process because Lynch answered, " 4 CP deposition. at I don' t know" to over 100 of his questions during her second Atkinson asked an array of questions that someone who works in 666. human resources would not be expected to know, including questions concerning stock market investment, Les Schwab' s gross revenue, why Les Schwab' s chief executive officer is a lawyer, and where 25 he is Atkinson consider admitted also this fails to argument to 25 practice. cite on authority these other grounds than the alone. standard RAP 10. 3( Conservancy v. Bosley, 118 Wn.2d 801, 809, 828 P. 2d 549 ( 1992). 26 of review. a)( 5) -( 6); We can refuse to Cowiche Canyon No. 44326 -1 - II The record shows that Lynch made an effort to prepare for questions on topics that pertained to the case and that were reasonably within her knowledge. Furthermore, in making its ruling, the trial court considered the full transcript of Lynch' s second deposition. The trial court is in a better position than an appellate court to determine the appropriate discovery sanctions. Magana, 167 Wn.2d court' s v. at 582 n. 5. For this reason deference should normally be given to the trial decision. Magana, 167 Wn.2d Fisons Corp., at 583 ( citing Wash. State Physicians Ins. Exch. & Ass' n 122 Wn.2d 299, 339, 858 P. 2d 1054 ( 1993)). Given the record, the trial court did not base its decision on untenable or manifestly unreasonable grounds and, therefore, did not abuse its discretion. C. MOTION TO STRIKE Atkinson contends that the trial court abused its discretion in choosing to strike declarations. motion be Atkinson' s to strike. considered argument fails. Three declarations were the subject of Les Schwab' s The order denying that motion specifically indicates that the declarations will except for those portions that contain inadmissible statements. Moreover, the order granting Les Schwab' s motion for summary judgment lists every part of the record that the trial court considered before making its determination. Each one of the declarations which Atkinson claims should not have been struck was, in fact, not struck. The trial court did not en. 27 No. 44326 -1 - II We affirm. A majority of the panel having determined that this opinion will not be printed in the Washington Appellate Reports, but will be filed for public record in accordance with RCW 2. 06. 040, it is so ordered. We concur: WC SWICK, C. J. LE 28

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