The Issue Whether Respondent, a place of public accommodation, violated Section 760.08, Florida Statutes (2006), by failing to accommodate Petitioner, an individual with a disability.
Findings Of Fact Based on the oral and documentary evidence presented at the formal hearing and on the entire record of this proceeding, the following Findings of Fact are made: Petitioner, Shawn Sutton, is physically disabled and entitled to the protection of the Florida Civil Rights Act. Respondent is the owner of Golden Corral Restaurant, which is a structure for public accommodation. On July 8, 2007, Petitioner, accompanied by his parents, grandmother and siblings, visited Respondent restaurant for the purpose of eating therein. The total number in the group that accompanied Petitioner was approximately 15. Prior to July 8, 2007, Petitioner's family was a frequent customer of Respondent restaurant and had eaten there on approximately 50 occasions. There had never been a request for special accommodations for Shawn Sutton on any previous occasion. Respondent has a sign on the front door of the restaurant that reads as follows: "Please remain with your party until seated. For guests with special needs, please see the manager. Golden Corral." Respondent is a buffet restaurant. Patrons pay for meals upon entry and prior to being seated. Respondent has a seating policy that requires all persons on the same receipt of payment to remain seated together until a waitress takes their beverage order, verifies that all persons in the party are included on the receipt, and delivers a plate to each person. The members of a party are then free to sit wherever they choose. On July 23, 2007, after a visit to the same restaurant on that day, Petitioner's mother emailed Golden Corral three times complaining about rudeness and lack of professionalism on the part of restaurant employees. In one email, she makes her only reference to the matter at issue in this case, indicating that when told that her son was disabled, a restaurant employee, "Tangie," "changed the entire tone and tried to accomidate [sic] us the best she could." While Petitioner's disability is such that he needs assistance carrying his plate (and food) from the buffet line to his seat, he is able to feed himself without assistance. On July 8, 2007, the entire family sat together and Petitioner was able to eat after his mother and grandmother assisted him in obtaining his food. The evidence revealed that Petitioner's mother's complaint was substantially directed to the "rudeness" she perceived from Respondent's employees.
Recommendation Based upon the foregoing Findings of Fact and Conclusions of Law, it is RECOMMENDED that the Florida Commission on Human Relations enter a final order dismissing with prejudice the Petition for Relief for failure to establish an unlawful discriminatory act by Respondent. DONE AND ENTERED this 13th day of August, 2008, in Tallahassee, Leon County, Florida. S JEFF B. CLARK Administrative Law Judge Division of Administrative Hearings The DeSoto Building 1230 Apalachee Parkway Tallahassee, Florida 32399-3060 (850) 488-9675 SUNCOM 278-9675 Fax Filing (850) 921-6847 www.doah.state.fl.us Filed with the Clerk of the Division of Administrative Hearings this 13th day of August, 2008. COPIES FURNISHED: Cecil Howard, General Counsel Florida Commission on Human Relations 2009 Apalachee Parkway, Suite 100 Tallahassee, Florida 32301 Denise Crawford, Agency Clerk Florida Commission on Human Relations 2009 Apalachee Parkway, Suite 100 Tallahassee, Florida 32301 Maureen M. Deskins, Esquire Butler, Pappas, Weihmuller Katz and Craig, LLP 777 South Harbor Island Boulevard Suite 500 Tampa, Florida 33602 Jerry Girley, Esquire The Girley Law Firm, P.A. 125 East Marks Street Orlando, Florida 32803
The Issue The issue in this case is whether Respondents unlawfully discriminated against Petitioner on the basis of her race, religion, or disability in violation of the Florida Fair Housing Act.
Findings Of Fact Parklife is the owner of a mobile home community known as St. Lucie Mobile Village (the “Village”), which comprises approximately 220 homes. For the last 21 years, McGrath has leased a lot in the Village, upon which her double-wide mobile home sits. She is a white woman, approximately 60 years old, who claims to suffer from post-traumatic stress disorder (“PTSD”) and other unspecified anxiety disorders, and to be a practicing Jehovah’s Witness. This is a case of alleged housing discrimination brought under Florida’s Fair Housing Act (the “Act”). McGrath alleges that Parklife has discriminated against her in several ways, which can be classified as selective enforcement, disparate treatment, and retaliation. Specifically, McGrath alleges that Parklife required her to upgrade the skirting around, and also to re-level, her home, while excusing other (predominately Hispanic) residents, whose homes were in comparable condition, from making similar improvements. McGrath alleges that Parklife issued warnings to her for violating the “two vehicle” rule, while allowing other (predominately Hispanic) residents to keep three or more cars on their lots. She alleges that Parklife permitted Hispanic residents to shoot off fireworks and make noise in violation of park rules, depriving her of the peaceful enjoyment of her premises. Finally, McGrath alleges that Parklife commenced a retaliatory eviction proceeding against her for being a whistle blower. McGrath does not dispute that her home needed new skirting and to be leveled, and she admits having violated the two vehicle rule. She claims, nevertheless, that Parklife took action against her on the basis of her race (white), religion (Jehovah’s Witness), disability (PTSD), or some combination of these, as shown by its more lenient treatment of residents outside the protected categories. McGrath’s allegations are legally sufficient to state a claim of housing discrimination. That is, if McGrath were able to prove the facts she has alleged, she would be entitled to relief. She failed, however, to present sufficient, persuasive evidence in support of the charges. It is not that there is no evidence behind McGrath’s claims. She and her witness, Kassandra Rosa, testified that other residents have violated park rules regarding skirting, leveling, and allowable vehicles––seemingly without consequence. To determine whether the circumstances of these other residents were truly comparable to McGrath’s, however, so as to conclude that she was singled out for different treatment, requires more information than the evidence affords. Taken together, McGraths’s testimony and that of Ms. Rosa was simply too vague and lacking in relevant detail to support findings of disparate treatment or selective enforcement on the basis of race, religion, or handicap. Indeed, the persuasive evidence fails to establish that Parklife declined to take appropriate action with regard to similarly-situated violators, or that it otherwise condoned, or acquiesced to, the rulebreaking of such residents. At most, the evidence shows that other residents violated the same rules as McGrath––not that they got off scot-free, which is a different matter. As for the eviction proceeding, which was pending in county court at the time of the final hearing, there is insufficient evidence (if any) to support McGrath’s contention that Parklife is retaliating against her or using the legal process as a pretext for unlawfully depriving her of a dwelling in violation of the Act. In terms of timing, Parklife initiated the eviction proceeding before it became aware that McGrath had filed a complaint of housing discrimination, which tends to undermine the assertion that the eviction was brought to retaliate against McGrath for exercising her rights under the Act. More important is that Parklife has articulated and proved nondiscriminatory grounds for seeking to terminate McGrath’s lease. Residents have complained to the Village’s management that McGrath has harassed her neighbors at various times, in various ways. While there is insufficient nonhearsay evidence in the instant record for the undersigned to make findings as to whether McGrath did, in fact, harass other residents in violation of park rules, Parklife proved by a preponderance of the competent substantial evidence that it was on notice of such alleged misconduct on McGrath’s part. The fact that Parklife had such notice is sufficient to show that its bringing an action to evict McGrath was not merely a pretext for unlawful discrimination against her. Of course, the question of whether Parklife is entitled to terminate McGrath’s tenancy is one that need not, and cannot, be decided in this proceeding. It is determined as a matter of ultimate fact that McGrath has failed to establish by the greater weight of the evidence that Parklife or any of the Respondents, jointly or severally, committed an unlawful housing practice.
Recommendation Based on the foregoing Findings of Fact and Conclusions of Law, it is RECOMMENDED that the Florida Commission on Human Relations enter a final order finding Parklife not liable for housing discrimination and awarding McGrath no relief. DONE AND ENTERED this 2nd day of November, 2020, in Tallahassee, Leon County, Florida. S JOHN G. VAN LANINGHAM Administrative Law Judge Division of Administrative Hearings The DeSoto Building 1230 Apalachee Parkway Tallahassee, Florida 32399-3060 (850) 488-9675 Fax Filing (850) 921-6847 www.doah.state.fl.us Filed with the Clerk of the Division of Administrative Hearings this 2nd day of November, 2020. COPIES FURNISHED: Tammy S. Barton, Agency Clerk Florida Commission on Human Relations 4075 Esplanade Way, Room 110 Tallahassee, Florida 32399-7020 (eServed) Laney H. McGrath 11500 Southwest Kanner Highway, Lot 317 Indiantown, Florida 34956 (eServed) Teresa Schenk St. Lucie Village Parklife, LLC 11500 Southwest Kanner Highway Indiantown, Florida 34956 (eServed) Cheyanne Costilla, General Counsel Florida Commission on Human Relations 4075 Esplanade Way, Room 110 Tallahassee, Florida 32399-7020 (eServed)
The Issue Whether Respondent, Eve Management, Inc./KA and KM Development, Inc., denied Petitioners full and equal enjoyment of the goods and services offered at its place of public accommodation, in violation of sections 509.092 and 760.08, Florida Statutes (2011).1/
Findings Of Fact Parties and Jurisdiction Petitioners are African Americans who reside in the State of Ohio, who visited Orlando, Florida, in June 2011 and stayed at Lake Eve Resort beginning on June 21, 2011. Respondent, Eve Management, Inc./KA and KM Development, Inc., was the owner of Lake Eve Resort, located at 12388 International Drive, Orlando, Florida, at all times relevant hereto. Each Petitioner filed a Complaint of Discrimination with the Commission as follows: Jessica Austin – July 20, 2012 Denise Austin – July 21, 2012 Tracie Austin – January 18, 2013 (Amended Complaint)2/ Bonlydia Jones – July 11, 2012 James Austin – July 31, 2012 Dionne Harrington – August 1, 2012 Esther Hall – January 28, 2013 (Amended Complaint)3/ Boniris McNeal – March 27, 2013 Summer McNeal – March 27, 2013 Derek McNeal – March 27, 2013 In each Complaint, the Petitioner alleges that the most recent date of discrimination is June 22, 2011. On June 21, 2012, Petitioners Esther Hall, Summer McNeal, Boniris McNeal, Derek McNeal, and Dionne Harrington, each filed a Technical Assistance Questionnaire (TAQ) with the Commission. Each TAQ is signed by the named Petitioner, is stamped received by the Commission on June 21, 2012, and contains the specific facts alleged to be an act of discrimination in the provision of public accommodation by Respondent. Allegations of Discrimination On or about May 23, 2011, Petitioner, Boniris McNeal, entered into a Standard Group Contract with Lake Eve Resort (the Resort) to reserve 15 Resort rooms for five nights at a discounted group rate beginning June 21, 2011.4/ The rooms were to accommodate approximately 55 members of her extended family on the occasion of the Boss/Williams/Harris family reunion. Petitioners traveled from Ohio to Orlando via charter bus, arriving at the Resort on the evening of June 21, 2011. Erika Bell, a relative of Petitioners, drove a rental car from Ohio to Orlando. She did not arrive in Orlando until June 22, 2011. Petitioners checked in to the Resort without incident. However, one family member, John Harris, was informed that the three-bedroom suite he had reserved for his family was not available due to a mistake in reservations. He was offered two two-bedroom suites to accommodate his family. Petitioner, Boniris McNeal, dined off-property on the evening of June 21, 2011, to celebrate her wedding anniversary. Petitioner, Bonlydia Jones, left the Resort property shortly after check-in to shop for groceries. Petitioners, Dionne Harrington and Esther Hall, were very tired after the long bus trip and went to bed early on June 21, 2011. Petitioner, Denise Austin, arrived in Orlando with the family on June 21, 2011. On the morning of June 22, 2011, Ms. Jones received a call from Mr. Harris, informing her that the Resort management wanted to speak with them about his room. That morning, Ms. Jones and Mr. Harris met with two members of Resort management, Amanda Simon and Marie Silbe. Mr. Harris was informed that he needed to change rooms to a three-bedroom suite, the accommodation he had reserved, which had become available. Mr. Harris disputed that he had to change rooms and argued that he was told at check-in the prior evening he would not have to move from the two two-bedroom suites he was offered when his preferred three-bedroom suite was not available. After some discussion, it was agreed that Mr. Harris would move his family to an available three-bedroom suite. The Resort provided an employee to assist with the move. Following the meeting with management, Ms. Jones went to the pool, along with Ms. Harrington and other members of the family. After a period of time which was not established at hearing, Mary Hall, one of Ms. Harrington’s relatives, came to the pool and informed Ms. Harrington that the family was being evicted from the Resort. Ms. Harrington left the pool and entered the lobby, where she observed police officers and members of Resort management. She approached a member of management and was informed that she and her family were being evicted from the Resort and must be off the property within an hour. Ms. Harrington left the lobby and returned to her room, where her mother, Ms. Hall was sleeping. Ms. Harrington informed Ms. Hall that the family was being evicted from the Resort and instructed Ms. Hall to pack her belongings. Ms. Jones’ cousin, Denise Strickland, came to the pool and informed her that the family was being evicted from the Resort. Ms. Jones entered the lobby where she was approached by a member of management, who introduced herself as the general manager and informed her that the family was being evicted. Ms. Jones requested a reason, but was informed by a police officer that the owners did not have to give a reason. In the lobby, Ms. Jones observed that an African- American male was stopped by police and asked whether he was with the Boss/Williams/Harris reunion. He was not a family member. Ms. Jones observed that no Caucasian guests were approached in the lobby by management or the police. Ms. Austin was on a trolley to lunch off-property on June 22, 2011, when she received a call from her cousin, Ms. Strickland. Ms. Strickland informed Ms. Austin that the family was being evicted from the Resort and she needed to return to pack her things. Ms. Austin returned to the property, where she was escorted to her room by a security guard and asked to pack her belongings. Ms. McNeal was en route to rent a car and buy groceries on June 22, 2011, when she received a call from Ms. Strickland informing her that the family was being evicted and that she needed to return to the Resort to pack her belongings. Upon her arrival at the Resort, Ms. McNeal entered the lobby. There, she was approached by Resort staff, asked whether she was with the Boss/Williams/Harris reunion, and informed that the Resort could not honor the reservations and the family was being evicted. Ms. McNeal observed that Caucasian guests entering the lobby were not approached by either the police or Resort management. Ms. McNeal was escorted to her room by both a police officer and a member of management and instructed to be out of the room within 30 minutes. Ms. McNeal inquired why they were being evicted, but was told by a police officer that the Resort was not required to give a reason. Erika Bell received a call from her mother, Ms. Austin, while en route to the Resort on June 22, 2011. Ms. Austin informed Ms. Bell that the family was being evicted from the Resort and asked her to call the Resort and cancel her reservation. Respondent gave no reason for evicting Petitioners from the property. Respondent refunded Petitioners’ money.
Recommendation Based on the foregoing Findings of Fact and Conclusions of Law, it is RECOMMENDED that the Florida Commission on Human Relations issue a final order: Finding that Respondent, Eve Management, Inc./KA and KM Development, Inc., committed an act of public accommodation discrimination in violation of sections 509.092 and 760.08, Florida Statutes (2011), against Petitioners Jessica Austin, Denise Austin, Tracie Austin, James Austin, Bonlydia Jones, Esther Hall, Boniris McNeal, Derek McNeal, Summer McNeal, and Dionne Harrington; and Prohibiting any future acts of discrimination by Respondent. DONE AND ENTERED this 28th day of May, 2014, in Tallahassee, Leon County, Florida. S SUZANNE VAN WYK Administrative Law Judge Division of Administrative Hearings The DeSoto Building 1230 Apalachee Parkway Tallahassee, Florida 32399-3060 (850) 488-9675 Fax Filing (850) 921-6847 www.doah.state.fl.us Filed with the Clerk of the Division of Administrative Hearings this 28th day of May, 2014.
The Issue What affirmative relief, if any, should be granted petitioner for an unlawful (sexually discriminatory) employment practice engaged in by respondent, her employer? Background On March 8, 1983, after probable cause was found and efforts to conciliate were unsuccessful, Barbara S. Dunford ("petitioner") filed with the Florida Commission on Human Relations ("Commission") a petition for relief from an unlawful employment practice allegedly engaged in by respondent Holiday Inns, Inc. ("Holiday Inn") , her former employer. On March 18, 1983, the Commission mailed a notice to Holiday Inn notifying it that the petition had been filed. The notice referred to the Commission's procedural rules and advised that an answer to the petition must be filed within 20 days of the date the notice was mailed. No answer to the petition has been filed. On March 18, 1983, this case was referred to the Division of Administrative Hearings for assignment of a hearing officer to conduct Section 120.57 proceedings. Hearing was set by Hearing Officer Marvin Chavis for March 4, 1983, then--on petitioner's unopposed motion, reset for July 20, 1983. Subsequently, Holiday Inn filed an unopposed motion for continuance, and hearing was reset for October 10, 1983. In October, both parties requested a continuance to allow for further settlement negotiations. The case was thus continued, again, and reset for December 27, 1983. At hearing on December 27, 1983, petitioner failed to appear, due to an apparent misunderstanding. The hearing was then continued and, ultimately, reset for July 25, 1984. In the meantime, Hearing Officer Chavis ended his employment with the Division of Administrative Hearings, and this case was transferred to the undersigned. At the outset of hearing on July 25, 1984, Holiday Inn stipulated that respondent was terminated from her employment in November, 1981, and that her termination constituted an unlawful employment practice under the Human Rights Act of 1977, now codified as Sections 760.01-760.10, Florida Statutes (1983). Thus the sole issue for the determination is what affirmative relief, if any, petitioner is entitled to under the statute. Both parties presented evidence on this issue. Petitioner testified in her own behalf and Petitioner's Exhibit No. 1 was received into evidence. Holiday Inn presented the testimony of Tom Davis, who, in 1981 was the Director of Human Resources for Holiday Inn's Orlando Region. No transcript of the hearing has been filed. The parties filed proposed findings of fact by August 28, 1984. Those proposed findings incorporated in this recommended order are adopted; otherwise they are rejected as unsupported by the weight of the evidence or as unnecessary to resolution of the issue presented. Based on the evidence adduced at hearing, the following facts are determined:
Findings Of Fact Underlying Facts of Unlawful Employment Practice Holiday Inn stipulates that it unlawfully terminated petitioner on November 17, 1981, and that her termination constituted an unlawful employment practice under the Human Rights Act of 1977. In effect, Holiday Inn has admitted the truth of the underlying material allegations of fact contained in the Petition for Relief filed by petitioner in March, 1983. This same result would have been compelled in any event. Commission Rule 22T-9.08(4), Florida Administrative Code, requires the filing of an answer within 20 days of service of the petition. Holiday Inn failed to file an answer to the petition. By operation of this rule, failure to file a timely answer is "deemed to constitute an admission to the material facts alleged in the petition." 22T-9.08(4)(d), Fla.Admin.Code. Those allegations of material fact, contained in the petition for relief, now deemed, admitted, are set forth below: Complainant [petitioner] began employment in the position of Maid with Respondent [Holiday Inn] in May, 1981 [at the Holiday Inn at 626 Lee Road and I-4, Orlando, Florida]. Mr. Stephen Holmes began employment in the position of Houseman, in July, 1981. Both Complainant and Mr. Holmes were supervised by Ms. Helen Gilboy, Respondent's Executive Housekeeper. Ms. Gilboy was delegated the authority to take disciplinary action against her sub- ordinates. Complainant reported to Ms. Gilboy that Mr. Holmes was sexually [sic] harassing her by continuously making unwelcome sexual advances, placing his hands on her, showing her sexually lews [sic] pictures, and telling her sexually offensive jokes. No action was taken by Respondent or its agent, Ms. Gilboy, prior to Complainant's termination, to investigate these allegations or to ensure in the future that the work environment would be free from sexual harassment. Two co-workers of Complainant, Ms. Mary Morse and Ms. Brenda Foster, substantiated Complainant's allegations regarding sexual harassment by Mr. Holmes during working hours, and Ms. Morse substantiated Complainant's state- ment that Complainant reported such incidents to Ms. Gilboy but that no corrective action was taken. On November 15, 1981, Complainant requested that she be permitted to leave work early because she was upset by Mr. Holmes' sexually offensive conduct towards her. The assistant Housekeeper, Ms. Terri Longhorn, granted Complainant's request to leave work early. complainant was not scheduled to work on November 16, 1981. When Complainant reported for work on November 17, 1981, Ms. Gilboy informed Complainant [sic] that she voluntarily terminated her employment when she left work early on November 15, 1981, without permission. Respondent's policy provides that an employee who is absent three consecutive days without permission is subject to immediate dismissal for cause. According to Respondent's policy, even if Complainant left work early without permission Complainant's actions would not provide sufficient cause for dismissal. Complainant would not have left work early on November 15, 1981, but for the fact that Mr. Holmes had created a hostile working environment for Complainant and Complainant's requests for corrective action went unheeded by Respondent. Complainant's actions in leaving work early were reasonable under the circumstances. (Petition for Relief, dated March 8, 1983) II Affirmative Relief In November and December, 1981, Tom Davis, in his capacity as Regional (Orlando) Human Resources Director for Holiday Inn, investigated petitioner's complaint of sexual discrimination and wrongful termination. On or about December 7, 1981, and January 5 or 9, 1982, he met petitioner at his office to discuss her accusations. Holiday Inn contends that, on both occasions, Mr. Davis--based on his existing knowledge of petitioner's work environment or his investigation of her allegations--admitted the validity of her complaint and offered to reinstate her to her position, pay her full back pay and benefits, and discipline the two offending male employees. Holiday Inn asserts that she, on both occasions, rejected the offer. This contention is rejected as self serving, uncorroborated, and inconsistent with the tone and content of Mr. Davis' letter to the petitioner, dated January 8, 1982. In that letter, Mr. Davis states that he had investigated petitioner's complaint and contacted the witnesses whom she had listed. His letter is defensive in tone, admits to no wrongdoing by Holiday Inn or its employees, and conveys no offer of restatement. He concludes, in effect, that her recollection of the alleged incidents is uncorroborated and not supported by his findings. He downplays the seriousness of the alleged improprieties but indicates that those employees involved were disciplined for their behavior. His assertion--in the letter-- that petitioner's complaint was, essentially, unfounded, conflicts with his later testimony at hearing that, when petitioner filed her initial complaint, he suspected and later confirmed that her allegations were true. Petitioner filed her complaint of sex discrimination on April 15, 1982. On June 17, 1982, petitioner, Mr. Davis, and Alvin Frasier, an employee of the Commission on Human Relations, met at Mr. Frasier's Orlando office to discuss petitioner's complaint. At that meeting, Mr. Davis offered to reinstate petitioner to her former position, with full back pay and benefits. Petitioner rejected the offer, insisting that the offending employees be fired. Her insistence was based on her desire to retaliate against them and see that they "were punished." Mr. Davis indicated to him that both male employees had been reprimanded and put on "final notice," which meant that if either employee committed a similar offense, he would be fired. (One of them, Steve Holmes, subsequently committed a similar offense and was fired.) Under these circumstances, the disciplinary action taken against the two employees was reasonable and constituted a good faith attempt by Holiday Inn to prevent the reoccurrence of such infractions. Mr. Davis' offer of reinstatement is admitted by petitioner. Between November 17, 1981 (when petitioner was wrongfully terminated) through June 17, 1982 (when the offer of reinstatement and back pay was made) petitioner attempted to secure and hold other employment. During that period, she received $750.00 in unemployment compensation and earned $100.00 delivering trucks for Don Mealey Chevrolet, an automobile dealer in Orlando. At the time she was fired by Holiday Inn, she was receiving a salary of $140.00 a week based on a 40-hour work week. Accordingly, between November 17, 1981, and June 17, 1982, petitioner suffered a net loss of salary--due to her unlawful termination- -of $3,070.00. (28 weeks X $140.00 $3,920.00; $3,920.00 - $850.00 $3,070.00) Petitioner is obligated to pay her attorney, Howard L. Garrett, a reasonable attorney's fee for his representation throughout this proceeding.
Recommendation Based on the foregoing, it is RECOMMENDED: That the Commission on Human Relations issue an order requiring Holiday Inn Offer to reinstate petitioner to her former or a substantially equivalent position; Pay petitioner $3,070.00 in back pay; Pay petitioner a reasonable attorney's fee, the amount to be determined in supplementary proceedings; Cease end desist from again engaging in unlawful employment practices of this nature. DONE and ENTERED this 21st day of September, 1984, in Tallahassee, Florida. R. L. CALEEN, JR. Hearing Officer Division of Administrative Hearings The Oakland Building 2009 Apalachee Parkway Tallahassee, Florida 323,01 (904) 88-9675 Filed with the Clerk of the Division of Administrative Hearings this 21st day of September, 1984.
Appeal For This Case Unless expressly waived, any party substantially affected by this final order may seek judicial review by filing an original Notice of Appeal with the Clerk of the Department of Business and Professional Regulation, and a copy of the notice, accompanied by the filing fees prescribed by law, with the clerk of the appropriate District Court of Appeal within thirty (30) days rendition of this order, in accordance with Rule 9.110, Fla. R. App. P., and Section 120.68, Florida Statutes. CERTIFICATE OF SERVICE I HEREBY CERTIFY that a true and correct copy of the foregoing has been furnished via Certified U.S. Mail, Return Receipt Requested, to Respondent Green Terrace c/o Peter Sporea, 5041 Nw. 112" Dr., Coral Springs, FL 33076; by regular U.S. Mail to the Honorable Florence Snyder Rivas, Division of Administrative Hearings, 1230 Apalachee Parkway, Tallahassee, Florida 32399-3060; and by hand delivery to Charles F. Tunnicliff, Chief Professions Attorney, Department of Business and Professional ‘Nove ber. 1940 North Monroe Street, Tallahassee, Florida 32399-2202 this _€) day of MVoverlecr 2006. Bad NLA For the Division of Hotels & Restaurants
The Issue Whether Respondent committed violations of the Florida Civil Rights Act of 1992.
Findings Of Fact Petitioner began working at Apalachee Correctional Institute (ACI) in 1993. ACI had about 1,600 to 1,800 inmates during times pertinent to this case. The inmates assigned to ACI are those found to be mentally disturbed. ACI is divided into the East Unit and the West Unit. Petitioner was hired as a Clerk Typist Specialist. She worked in the health services area performing typing and filing in the East Unit. In time Petitioner developed carpal tunnel syndrome. She had three surgeries, two of which involved her wrists. These medical problems prevented her from working a normal schedule and she had to expend her leave in order to cover her absences. Because of the problems with her wrists, she had, from time to time, difficulty typing without experiencing pain. Ann Lashley was employed in the West Unit. In 1995, she had a disagreement with her co-workers and, as a result, she was transferred to the East Unit. Subsequently, Petitioner was moved to the West Unit. Much of the work accomplished by the clerk-typists was related to transcribing psychiatrists' notes. The psychiatrists in the East Unit often typed their own notes. The psychiatrists in the West Unit did not. Therefore, there was more typing for the clerk-typists in the West Unit. Petitioner had difficulty keeping up with this additional typing. John Frank Williams was the overall supervisor of the East and West Units. He does not know, or in any event does not recall, why Petitioner was transferred. Petitioner filed a workers' compensation claim based on a date of accident of August 1, 1993. Petitioner's medical situation was coordinated with the Florida Division of Risk Management. A contract service, Compensation Rehabilitation Associates, was employed to audit Petitioner's work station and to determine what, if any, special equipment might assist Petitioner in accomplishing her employment duties without pain. A representative of Compensation Rehabilitation Associates opined that Petitioner required an ergonomically designed chair. Mr. Williams ordered one for her and Petitioner used it. Mr. Williams had work which had to be addressed. Nevertheless, he was aware of Petitioner's limitations and need to visit doctors and made diligent efforts to resolve the situation, including scheduling her work hours in a manner which would permit her to seek medical care. Petitioner related the following events which she contended constituted harassment: In 1994, when she first had problems with one of her wrists, she was told by Kenneth Swann to type with one hand. She was also told, at some time, by Dr. Cherry to type with one hand. She attended a meeting where Mr. Williams said, apparently in response to her continuing medical difficulties, that no one would want her. Joseph Thompson, at some point, told her she was not a team player. Dr. Loeb placed Petitioner at maximum medical improvement (MMI) on June 6, 1995 with no impairment or restrictions. Dr. Vogter placed the Petitioner at MMI on June 25, 1995, with an impairment rating of 17 percent, with restrictions of light duty and no continuous transcription work. Dr. Chason placed the Petitioner at MMI on April 7, 1998, with regard to psychological care, with a zero impairment rating. In a letter from Margaret Forehand dated August 12, 1996, a Personnel Technician II of ACI, Petitioner was informed that she was being placed on alternate duty. This letter outlined Petitioner's proposed work hours and took into consideration her need for reduced hours of typing and her need to visit her doctors. Petitioner, in response to this letter, declined to return to work. She had failed to report for work on August 15, 1996, and has been continuously absent since that date. Her sick leave was exhausted on October 4, 1996. Her Family Medical Leave Act benefits terminated on November 17, 1996. In a letter dated November 25, 1996, C. W. Sprouse, Superintendent of ACI, informed Petitioner that another position had been found for her and invited her to contact Ms. DeDe McMillian so that she could begin working. On or about December 10, 1996, Petitioner called Ms. McMillian and declined the offer. In a letter dated December 17, 1996, C.W. Sprouse informed Petitioner that a personnel action was being taken which could result in her dismissal. She was further informed that she was entitled to a predetermination conference. Petitioner did not request a predetermination conference and on January 3, 1997, her employment with ACI was terminated by Superintendent Sprouse. On May 26, 1998, a Judge of Compensation Claims entered an order adopting a stipulation between Petitioner, ACI, and the Florida Division of Risk Management whereby Petitioner received a lump sum of $50,000. The stipulation further recited that the stipulation resolved any and all issues regarding any aspect of the Petitioner's workers' compensation benefits.
Recommendation Based upon the Findings of Fact and Conclusions of Law, it is RECOMMENDED: That a final order be entered dismissing the Petition. DONE AND ENTERED this 13th day of September, 2001, in Tallahassee, Leon County, Florida. HARRY L. HOOPER Administrative Law Judge Division of Administrative Hearings The DeSoto Building 1230 Apalachee Parkway Tallahassee, Florida 32399-3060 (850) 488-9675 SUNCOM 278-9675 Fax Filing (850) 921-6847 www.doah.state.fl.us Filed with the Clerk of the Division of Administrative Hearings this 13th day of September, 2001. COPIES FURNISHED: Gary Bullard, Qualified Representative 805 Shelby Avenue Alford, Florida 32420 Ernest L. Reddick, Esquire Department of Corrections 2601 Blair Stone Road Tallahassee, Florida 32399-2500 Dana A. Baird, General Counsel Florida Commission on Human Relations 325 John Knox Road Building F, Suite 240 Tallahassee, Florida 32303-4149 Azizi M. Dixon, Clerk Florida Commission on Human Relations Building F, Suite 240 325 John Knox Road Tallahassee, Florida 32303-4149
The Issue Whether Respondents violated the Florida Fair Housing Act as alleged in the Petition for Relief filed with the Florida Commission on Human Relations.
Findings Of Fact Petitioner, a 59-year-old male, alleges that he is a disabled and non-violent person, who was "illegally" evicted from an apartment unit in the Lakeside Apartment complex. At all times relevant to this proceeding, Respondents, Stephen McCormick and Scott Leonard (Lakeside Apartment Management or Respondents) were the owner and manager, respectively, of Lakeside Apartments. On August 9, 2005, Petitioner submitted a Rental Application and Information Release Form for Lakeside Apartments located at 4715 Land O'Lakes Boulevard, Land O'Lakes, Florida. On the application, Petitioner indicated that he would be the only person living in the apartment. Petitioner also noted that his dog would also be occupying the apartment. Petitioner's application did not indicate that he had any disability. However, at the time he submitted his rental application, he told the owner or manager of Lakeside Apartments that he had a mental disability. Petitioner's application was approved, and, on March 12, 2006, he moved into a one bedroom apartment on the second floor of Lakeside Apartments. The apartment that Petitioner occupied provided him with a "lake view." On or about June 2007, Petitioner was involved in a car accident. Two or three months later, Petitioner was involved in a second accident. In or about the fall of 2007, after the car accident, Petitioner requested that the manager assign him a first-floor apartment due to the problem with his ankles, presumably sustained in the car accident. This was an oral, not written request. At the time he made the oral request, and at no time thereafter, did Petitioner provide documentation of any type of disability, including one related to problems with his ankles. Moreover, Petitioner failed to provide a medical certification from a physician verifying that Petitioner's requested accommodation (i.e., assign him to a first-floor apartment) was necessary for his disability. The management of Lakeside Apartments began eviction proceedings against Petitioner in or about the spring of 2008. An order was issued on May 28, 2008. Petitioner moved out of Lakeside Apartments on or about May 31, 2008. The eviction action against Petitioner was initiated after Petitioner repeatedly exhibited inappropriate and disruptive behavior on the Lakeside Apartment property, as well violated the terms of his lease. Petitioner's conduct included the following: (1) driving on the Lakeside Apartment property while intoxicated; (2) calling "911" 17 times for no reason between April 1 through 9, 2008, resulting in the police being dispatched to the property; and (3) being disrespectful and causing disturbances with other tenants. Numerous tenants complained to Lakeside Apartment Management about Petitioner's inappropriate conduct on the property, including his drinking and being loud and disruptive. Petitioner violated the terms of his lease by having three unauthorized people living in his apartment unit. Even after eviction proceedings were underway, Petitioner was arrested for spitting on another tenant. In another incident, Petitioner's dog bit the manager at the Lakeside Apartment complex. Both of these incidents occurred on the Lakeside Apartment complex premises. After being evicted, Petitioner requested that Lakeside Apartment Management return his $400.00 security deposit. Lakeside Apartment Management refused to return Petitioner's $400.00 due to the condition of the apartment when Petitioner moved out. Upon inspecting the apartment unit after Petitioner moved, management found that the apartment had been damaged (i.e., holes in the walls) and was not cleaned. Petitioner failed to establish that his eviction was for any reason other than his disruptive and inappropriate conduct on the Lakeside Apartment premises. Moreover, Petitioner failed to establish that the Lakeside Apartment management's refusal to return $400.00 of his security deposit was for any reason other than the condition of the apartment unit when Petitioner moved out.
Recommendation Based on the foregoing Findings of Fact and Conclusions of Law, it is RECOMMENDED that the Florida Commission on Human Relations enter a final order dismissing Petitioner's Complaint and Petition for Relief. DONE AND ENTERED this 5th day of March, 2009, in Tallahassee, Leon County, Florida. S CAROLYN S. HOLIFIELD Administrative Law Judge Division of Administrative Hearings The DeSoto Building 1230 Apalachee Parkway Tallahassee, Florida 32399-3060 (850) 488-9675 Fax Filing (850) 921-6847 www.doah.state.fl.us Filed with the Clerk of the Division of Administrative Hearings this 5th day of March, 2009.
