Gonzalez offered to send a "Verification of Employment" letter to the School District with Jones's dates of employment. Gonzalez then contacted Jones and informed him that GoodTemps had a policy against providing substantive references for their temporary employees. Gonzalez relayed her conversation to Human Resources representative Christina Cruz, who informed Gonzalez of GoodTemps's neutral reference policy. To that end, Jones spoke to Michelle Gonzalez, his supervisor at GoodTemps, who agreed to complete the reference form.
#MARGARET PECUNIA PROFESSIONAL#
The application process required Jones to ask two professional references to submit a "Confidential Report on Applicant." (Pl. In September 2006, Jones applied to be a substitute teacher with the School District. Jones's Application with the School District and Communication with GoodTemps It provides, in relevant part: "e will respond only to written requests for information by providing an Employee's dates of employment, job titles, and compensation." (Pl. GoodTemps's employee reference policy is set forth in the Goodwill Employee Handbook, effective May 2006. Jones continued to inquire with GoodTemps about available work assignments in marketing and other related fields, but GoodTemps did not place him in any other jobs. Subsequently, GoodTemps secured positions for Jones at TGI Office Automation for one week during May 2006 and at RC General Cleaners for a brief period in June 2006. In April 2006, Jones, an African-American male, signed an employment agreement with GoodTemps, an agency that places individuals in temporary employment. Accordingly, defendants' motions are granted and the complaint is dismissed, with prejudice. As set forth below, no reasonable jury could find that the School District or GoodTemps discriminated against Jones because of his race or that they otherwise violated his rights. GoodTemps posits that it did not submit a substantive letter of recommendation on Jones's behalf because of its neutral reference policy, which took effect six months prior to Jones's request. The School District proffers that it did not hire Jones because he did not meet the prescribed application requirements. Jones further asserts that the School District conspired with employees of GoodTemps, who refused to include information about his job performance in its letter of reference.Īll defendants move for summary judgment pursuant to Rule 56 of the Federal Rules of Civil Procedure. Specifically, he asserts that the School District did not offer him employment as a substitute teacher because he is African American. Jones contends that the School District and GoodTemps violated his rights by discriminating against him because of his race and denying him due process and equal protection of law.
#MARGARET PECUNIA PRO#
Pro se plaintiff Nathaniel Jones brings this employment case against defendants City School District of New Rochelle, Assistant Superintendent Margaret Pecunia, and Personnel Clerk Dianna Wessel (collectively, the "School District"), and defendant Goodwill Industries of Greater New York and Northern New Jersey ("GoodTemps").
0 kommentar(er)
