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Mapp v. District of Columbia

United States District Court, D. Columbia.

November 25, 2013

MONICA MAPP, Plaintiff,
v.
DISTRICT OF COLUMBIA, Defendant

For MONICA MAPP, Plaintiff: Nathaniel D. Johnson, THE JOHNSON LAW GROUP, LLC, White Plains, MD.

For D.C. SUPERIOR COURT, Defendant: Patricia B. Donkor, LEAD ATTORNEY, OFFICE OF THE ATTORNEY GENERAL, D.C., Civil Litigation Division, Washington, DC.

OPINION

Page 23

MEMORANDUM OPINION

Royce C. Lamberth, United States District Judge.

Plaintiff Monica Mapp, a former probation officer for the District of Columbia Superior Court, filed suit against the District alleging multiple counts of discrimination and retaliation. Upon consideration of the District's Motion to Dismiss Counts XI-XIII of the Amended Complaint [9], the plaintiff's opposition thereto [12], and the District's Reply [13], the Court orders the plaintiff to submit a statement of the facts supporting the gender discrimination claims.

I. BACKGROUND

Monica Mapp began her tenure as a probation officer with the Court Social Services Division (" CSSD" ) of the Superior Court on February 18, 2008.[1] Am. Compl. ¶ 9. Ms. Mapp served under two immediate supervisors, Lawrence Weaver and LaJuan Woodland, who in turn reported to the Director of CSSD, Terri Odom. Id. ¶ 20,22. In accordance with the federal Family and Medical Leave Act of 1993 (" FMLA" ), 29 U.S.C. § § 2611-2654, and the D.C. Family and Medical Leave Act (" DCFMLA" ), D.C. Code Ann. § 32-503, CSSD operated under a policy that permitted periodic, unscheduled family and medical leave for employees. Am. Compl. ¶ 16.

In the summer of 2010, Ms. Mapp was diagnosed with Irritable Bowel Syndrome, which caused " severe, incapacitating attacks that [occurred] suddenly [and] without warning." Id. ¶ 14, 20. In light of these sudden and severe attacks, the Superior Court's human resources staff twice approved Ms. Mapp for up to twelve weeks of unpaid, unscheduled medical leave to be used as needed through June 2012. Id. ¶ 16. Whenever her medical condition required her absence from the office, the policy required that Ms. Mapp submit medical documentation to the court's human resources staff--not her CSSD supervisors. Id. ¶ 21.

Notwithstanding human resources' approval of Ms. Mapp's leave, Ms. Odom, Mr.

Page 24

Weaver, and Ms. Woodland criticized Ms. Mapp's medical leave and refused to implement the accommodations recommended by her physicians. Id. ¶ 18, 20. 22. In June 2011, Mr. Weaver and Ms. Woodland began sending " threatening" e-mail messages to Ms. Mapp, demanding that she submit medical records supporting her absences directly to them. Id. ¶ 23. The human resources division informed Mr. Weaver and Ms. Woodland that Ms. Mapp had submitted the appropriate documentation in compliance with the court's FMLA policy, and Ms. Mapp refused to submit her records for Weaver and Woodland's review. Id. ¶ 26. As a result, Ms. Mapp was subjected to several " abusive bullying sessions," where she was " aggressively and abusively berat[ed" by her supervisors regarding her medical leave. Id. ¶ 28, 31.

On November 1, 2011, Mr. Weaver and Ms. Woodland rated Ms. Mapp's job performance as " needing improvement" and enacted an Employee Improvement Plan. Id. ¶ 30. In a March 22, 2012 memorandum, Mr. Weaver and Ms. Woodland alleged that Ms. Mapp submitted tardy reports, managed her caseload poorly, and failed to maintain electronic records for her probation cases. Id. ¶ 36-40. On May 21, 2012, Ms. Mapp received a Notice of Intent to Terminate Employment from Ms. Odom. Ms. Odom fired Ms. Mapp on August 6, 2012. Id. ¶ 44-45.

Shortly before her termination, on May 11, 2012, Ms. Mapp filed concurrent discrimination complaints with the Equal Employment Opportunities Commission and the D.C. Office of Human Rights. Id. ¶ 43. On September 11 and November 14, 2012, Ms. Mapp added claims of gender discrimination and retaliatory termination to both complaints. Id. ΒΆ 6. On July 1, 2013, the ...


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