MARLYN RAMIREZ v. BOARD OF EDUCATION OF THE TOWNSHIP OF ORANGE
Annotate this CaseNOT FOR PUBLICATION WITHOUT THE
APPROVAL OF THE APPELLATE DIVISION
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SUPERIOR COURT OF NEW JERSEY
APPELLATE DIVISION
DOCKET NO. A-5286-15T2
MARLYN RAMIREZ,
Plaintiff-Appellant,
v.
BOARD OF EDUCATION OF
THE TOWNSHIP OF ORANGE,
RONALD LEE, Superintendent
of Schools, and FAITH
ALCANTARA, Principal of
Orange High School,
Defendants-Respondents.
____________________________________
Submitted October 9, 2018 – Decided October 26, 2018
Before Judges Messano and Fasciale.
On appeal from Superior Court of New Jersey, Law
Division, Essex County, Docket No. L-3494-14.
Marlyn Ramirez, appellant pro se.
Methfessel & Werbel, attorneys for respondents
(Steven K. Parness, of counsel and on the brief).
PER CURIAM
In this employment discrimination lawsuit, Marlyn Ramirez (plaintiff)
appeals from a June 14, 2016 order granting summary judgment to the Board of
Education of the Township of Orange (the Board); Ronald Lee, Superintendent
of Schools (the superintendent); and Faith Alcantara, Principal of Orange High
School (the principal) (collectively defendants), dismissing six counts of the
complaint.1
The first three counts on appeal allege common law claims of retaliation
"in violation of the [p]ublic [p]olicy of the State of New Jersey." These common
law causes of action are subsumed by plaintiff's statutory remedies under the
New Jersey Law Against Discrimination (NJLAD), N.J.S.A. 10:5-1 to -49.
Catalane v. Gilian Instrument Corp., 271 N.J. Super. 476, 492 (App. Div. 1994)
(stating that "supplementary common law causes of action may not go to the
jury when a statutory remedy under the [NJ]LAD exists"). Thus, her common
law claims of employment discrimination in violation of public policy do not
continue. See Bosshard v. Hackensack Univ. Med. Ctr., 345 N.J. Super. 78, 90
(App. Div. 2001). If a claim "does not 'seek to vindicate interests independent
of those protected by the LAD[,]' it is barred." A.D.P. v. ExxonMobil Research
1
Counts I, II, III, V, VI, and VII.
A-5286-15T2
2
& Eng'g Co., 428 N.J. Super. 518, 545 (App. Div. 2012) (alteration in original)
(quoting Bosshard, 345 N.J. Super. at 90). Plaintiff acknowledges as much in
her merits brief – stating that her statutory NJLAD causes of action subsume her
common law claims. As a result, we affirm summary judgment dismissing the
common law causes of action in favor of defendants (Counts I to III) as a matter
of law.
As to the remaining three counts dismissed by the judge – the NJLAD
causes of actions – we conclude that there are no material issues of disputed
facts and that defendants are entitled to summary judgment as a matter of law.
We therefore affirm as to Counts V (pregnancy discrimination), VI (retaliation
for requesting an accommodation), and VII (retaliation for requesting leave to
care for her child with special needs).2
I.
When reviewing an order granting summary judgment, we apply "the
same standard governing the trial court . . . ." Oyola v. Xing Lan Liu, 431 N.J.
Super. 493, 497 (App. Div. 2013). A court should grant summary judgment
when the record reveals "no genuine issue as to any material fact" and "the
2
Plaintiff voluntarily dismissed Counts IV, VIII, IX, and XI. At oral argument
before the judge, plaintiff's counsel withdrew Count X.
A-5286-15T2
3
moving party is entitled to a judgment or order as a matter of law." R. 4:46-
2(c). We owe no special deference to the motion judge's conclusions on issues
of law. Manalapan Realty, LP v. Twp. Comm. of Manalapan, 140 N.J. 366, 378
(1995). We therefore consider the facts in a light most favorable to plaintiff.
Brill v. Guardian Life Ins. Co. of Am., 142 N.J. 520, 523 (1995).
Plaintiff started working for the Board as a non-tenured high school math
teacher for the 2009-2010 school year. In May 2010, the Board offered her a
one-year contract for the following school year, and she accepted. At the end
of her second year, in June 2011, plaintiff learned she was pregnant. After the
Board offered plaintiff a third one-year contract, plaintiff commenced teaching
for her third school year (2011-2012), but learned her pregnancy was high-risk.
She informed the principal, and was told to obtain a doctor's note.
On October 12, 2011, plaintiff faxed a letter to the Board's Human
Resources Department requesting a leave of absence beginning on October 24.
Although the letter did not mention plaintiff's pregnancy or that doctors deemed
it high-risk, the Board still granted her request and placed plaintiff on a leave of
absence. On February 7, 2012, plaintiff gave birth to her son, who suffered from
medical complications requiring surgery. She requested an extended leave of
absence, which the Board granted, and she returned to work on April 16, 2012.
A-5286-15T2
4 On May 7, 2012, she received a notice indicating the Board was not extending
her a contract for what would have been the fourth school year (2012-2013).
The Board did not offer plaintiff a tenured position. We have said that "local
boards of education have an almost complete right to terminate the services of a
teacher who has no tenure and is regarded as undesirable by the local board."
Dore v. Bedminster Twp. Bd. of Educ., 185 N.J. Super. 447, 456 (App. Div.
1982). See also N.J.S.A. 18A:28-5(a) (establishing the requirements for
tenure).3
II.
We begin by addressing plaintiff's claim that defendants discriminated
against her based on her pregnancy. To prove a prima facie case of
discrimination, the plaintiff must demonstrate that she "(1) belongs to a
protected class; (2) applied for or held a position for which he or she was
objectively qualified; (3) was not hired or was terminated from that position;
and (4) the employer sought to, or did fill the position with a similarly-qualified
person." Gerety v. Atl. City Hilton Casino Resort, 184 N.J. 391, 399 (2005).
We adopted the federal standard that the Supreme Court of the United States
3
We note that N.J.S.A. 18A:28-5(a) applies here as plaintiff was initially hired
in 2009, prior to the 2012 effective date of N.J.S.A. 18A:28-5(b).
A-5286-15T2
5
proclaimed in McDonnell Douglas Corp. v. Green, 411 U.S. 792, 802 (1973).
After the plaintiff produces such evidence, the burden shifts to the defendant to
"rebut the presumption of undue discrimination by articulating some legitimate,
nondiscriminatory reason for the employee's rejection." Andersen v. Exxon Co.,
89 N.J. 483, 493 (1982). The plaintiff can then "respond by showing the
employer's proffered reason was merely pretext for the discrimination." Gerety,
184 N.J. at 399.
The Third Circuit has set forth the appropriate analysis as follows:
[A] plaintiff who has made out a prima facie case may
defeat a motion for summary judgment by either (i)
discrediting the proffered reasons, either
circumstantially or directly, or (ii) adducing evidence,
whether circumstantial or direct, that discrimination
was more likely than not a motivating or determinative
cause of the adverse employment action.
. . . [T]o avoid summary judgment, the plaintiff's
evidence rebutting the employer's proffered legitimate
reasons must allow a factfinder reasonably to infer that
each of the employer's proffered non-discriminatory
reasons . . . was either a post hoc fabrication or
otherwise did not actually motivate the employment
action (that is, the proffered reason is a pretext).
To discredit the employer's proffered reason,
however, the plaintiff cannot simply show that the
employer's decision was wrong or mistaken, since the
factual dispute at issue is whether discriminatory
animus motivated the employer, not whether the
employer is wise, shrewd, prudent, or competent.
A-5286-15T2
6
Rather, the non-moving plaintiff must demonstrate
such weaknesses, implausibilities, inconsistencies,
incoherencies, or contradictions in the employer's
proffered legitimate reasons for its action that a
reasonable factfinder could rationally find them
unworthy of credence, and hence infer that the
employer did not act for [the asserted] non-
discriminatory reasons.
[Fuentes v. Perskie, 32 F.3d 759, 764-65 (3d Cir. 1994)
(last alteration in original) (citations and quotations
omitted).]
"We have adopted and consistently applied this standard." DeWees v. RCN
Corp., 380 N.J. Super. 511, 528 (App. Div. 2005).
Here, the Board did not fire plaintiff. Instead, and well after her
pregnancy, the Board elected – within its discretion – not to offer plaintiff a
tenured position. Plaintiff was not automatically entitled to a tenured teaching
position, but more importantly, the Board concluded that she performed
substandard teaching work.
Plaintiff argues that her performance reviews demonstrate that the Board's
reason for not offering her a tenured position – that she was a poor teacher – is
pretextual. She maintains that her reviews show that she was not as "poor" and
ineffective as defendant claims. But her performance evaluations alone – which
reflect a mixture of different ratings – do not automatically entitle plaintiff to a
tenured position.
A-5286-15T2
7
An administrator who observed during one of many performance
evaluations told plaintiff to "supplement" her teaching approach with more
"sufficient" techniques. The Board provided her with articles on writing
learning objectives because the administration felt that her current learning
objectives were insufficient. The Board notified plaintiff that she failed to
provide her students with "standards" of what they were expected to know, and
she did not establish the measurements to which they would be held. She was
also critiqued for only having students complete two or three problems in an
entire class period, thus not "maximizing the instructional time." She was told
that there was a "disconnect" between her lesson plans and her class instruction.
The Board also told plaintiff on numerous occasions that the "physical
environment of the classroom" was inadequate. One such observation said that
plaintiff's inability to remedy the problem was "unacceptable" and that "failure
to address this area from this point forth will garner an 'unsatisfactory' rating. "
The administration offered plaintiff "assistance" in addressing this concern, but
the record does not show if she took advantage of this opportunity.
For example, the Board instituted a professional improvement plan (PIP)
that was intended to assist plaintiff in "effective use of cooperative
learning/effective grouping strategies" to address her "needs improvement"
A-5286-15T2
8
scores. This required plaintiff to have weekly meetings with a school
administrator, obtain coach support from a consultant, complete an online
workshop, read an article on "Flexible Grouping" and conduct independent
research on strategies in that area, and observe colleagues' classes. An
administrator in the superintendent's office testified that a PIP is not seen "very
often" in a teacher's personnel file.
Administrators met with plaintiff regarding her absenteeism, in particular
because plaintiff's "absences specifically days before or after a weekend or
recess period." Plaintiff received letters from the superintendent's office stating
that on two occasions in May 2010, plaintiff was absent and failed to inform the
substitute service. She also overused her allotted amount of sick days for the
year.
As a result of her "employment performance," plaintiff's salary increment
for the 2010-11 school year was withheld. She was also sent a letter by the then-
principal stating that plaintiff failed to adhere to a school-wide notice to remove
instructional aids from classroom walls due to a standardized testing
requirement. The letter explained that if state monitors had visited, the school
would have been "cited for this violation of a state testing requirement."
A-5286-15T2
9
Plaintiff also failed to provide defendants with "emergency substitute plans" and
failed to properly input student grades on a number of occasions.
Many of plaintiff's problems occurred prior to her pregnancy, and before
she ever requested a maternity leave or extension. A disagreement about
performance is not proof of invidious discrimination. See Fuentes, 32 F.3d at
767 ("the fact that the relevant decision[-]makers disagree about the plaintiff's
qualifications does not evidence discrimination").
[I]f the employer proffers a non-discriminatory reason,
plaintiff does not qualify for a jury trial unless . . . she
can "point to some evidence, direct or circumstantial,
from which a factfinder could reasonably either (1)
disbelieve the employer's articulated legitimate
reasons; or (2) believe that an invidious discriminatory
reason was more likely than not a motivating or
determinative cause of the employer's action."
[Zive v. Stanley Roberts, Inc., 182 N.J. 436, 455-56
(2005) (quoting Fuentes, 32 F.3d at 764).]
Here, plaintiff failed in both respects. She failed to demonstrate "weaknesses,
implausibilities, inconsistencies, incoherencies, or contradictions" in the
Board's "articulated legitimate reasons" for its action. Fuentes, 32 F.3d at 764-
65. She also failed to "adduc[e] evidence, whether circumstantial or direct, that
discrimination was more likely than not a motivating or determinative cause of
A-5286-15T2
10
the adverse employment action." Id. at 764. Thus, plaintiff was unable to show
that the Board's reasons were pretextual.
As to plaintiff's retaliation claim, our Supreme Court has stated that
"[w]hen the claim arises from alleged retaliation, the elements of the cause of
action are that the employee engaged in a protected activity known to the
[employer,] the employee was subjected to an adverse employment decision[,]
and there is a causal link between the protected activity and the adverse
employment action." Battaglia v. United Parcel Serv., Inc., 214 N.J. 518, 547
(2013) (alterations in original) (citation and internal quotation marks omitted).
In a retaliation claim, the burden also shifts to the defendant to counter the
alleged retaliatory action with a non-retaliatory reason. Id. at 546. Defendants
also properly point out that this court has stated that, "[t]emporal proximity,
standing alone, is insufficient to establish causation." Hancock v. Borough of
Oaklyn, 347 N.J. Super. 350, 361 (App. Div. 2002).
The record shows that between 2001 and 2015, seventy-eight teachers in
the district went on maternity leave. Seven of those seventy-eight teachers left
the district before they were up for tenure. Of the remaining seventy-one, sixty-
seven teachers were granted tenure, or ninety-four percent. The Board hired
seven staff members at or around the same time as plaintiff, and they became
A-5286-15T2
11
pregnant at some point during the first three years of their employment – like
plaintiff – and were renewed and granted tenure at the close of the 2011-2012
school year.
"Thus, although it prohibits discriminatory employment practices,
[NJ]LAD acknowledges the right of employers to manage their businesses as
they see fit." Viscik v. Fowler Equip. Co., 173 N.J. 1, 13 (2002). Defendants
accurately claim that this grants a school board the discretion to hire and fire
teachers – specifically non-tenured teachers – as it sees fit to create an optimal
learning environment for students.
Moreover, summary judgment was properly granted because plaintiff
failed to present sufficient evidence that discredited the Board's non-
discriminatory reasons for not offering her another contract. She did not provide
evidence to "allow a factfinder reasonably to infer that each" of the reasons the
Board provided were "either a post hoc fabrication or otherwise did not actually
motivate the employment action . . . ." Fuentes, 32 F.3d at 764. "To discredit
the employer's proffered reason, however, the plaintiff cannot simply show that
the employer's decision was wrong or mistaken, since the factual dispute at issue
is whether discriminatory animus motivated the employer, not whether the
employer is wise, shrewd, prudent, or competent." Id. at 765.
A-5286-15T2
12
Affirmed.
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13
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