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2:05-mc-02025 Document
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v. Electronically Filed
BOMBARDIER TRANSPORTATION,
Defendant.
COMPLAINT
Anean Pesante, sets forth the following in support of her Complaint against the
Defendants.
Statement of Jurisdiction
1. Anean Pesante, Plaintiff, invokes this Court’s jurisdiction over this matter by
virtue of 28 U.S.C. §1331, as Pesante raises federal claims, 42 U.S.C. §2000(e), and 42
U.S.C. §12101 et seq., and 29 U.S.C. §2617. Pesante also requests this Court assume
supplemental jurisdiction over her state law claims by virtue of 28 U.S.C. §1367.
Parties
2. The Plaintiff, Anean Pesante, is an adult individual who resides in the Western
Transportation (“Bombardier”), in June 28, 1971, and worked there continuously for the
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Pennsylvania.
Count I
4. Anean Pesante filed a charge of discrimination under Title VII of the Civil Rights
5. Pesante filed the first charge because she was a victim of retaliation after she
complained about sexual harassment. Pesante had complained about sexual harassment
on the job, and was later given warnings and threats of discipline in retaliation for that
complaint.
6. The first charge with the EEOC was settled by Pesante and Bombardier.
7. However, after the first charge was settled, employees at Bombardier, including
Pesante’s supervisor, continued to harass and retaliate against her based upon her former
charge.
8. The harassment and retaliation took blatant and subtle forms. Pesante’s
supervisor was openly rude and disrespectful to her, repeatedly humiliated and verbally
abused her in front of other employees, demeaned her performance, and altered the terms
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and conditions of her employment in a variety of ways to punish her for having her filed
treated her in a manner which interfered with her ability to perform her job.
program, based upon false allegations that she was not productive or focused.
11. In September 2005, Pesante was given the option of being fired or resign, and
she resigned.
12. Pesante filed timely charges of discrimination based upon retaliation with the
Equal Employment Opportunity Commission. She provided the EEOC with information
13. The EEOC conducted investigations and has now issued a right-to-sue letter.
14. Pesante has exhausted the administrative requisites to maintaining this action.
15. Pesante requests this Court assume jurisdiction over her claims under Title VII
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Count II
17. She reported an occupational injury or accident at the time to her supervisor,
Alex Cantini, and sought treatment from the plant physician, as well as seeking emergency
medical care.
18. In fact, Pesante fell on black ice and fractured a bone in her foot.
19. The fracture was either misdiagnosed or not detected by the plant physician
who reviewed Pesante’s x-rays. Pesante sought no immediate treatment for the fractured
bone.
20. However, the trauma to her right foot became so severe, by January of 2005,
that Pesante was suffering extreme pain and was forced to take time off from work.
21. In April of 2005, Pesante again consulted physicians about the cause of her foot
pain and was advised that, in fact, the foot had been fractured in March of 2004, and that
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22. Pesante was on voluntary furlough for several months following the current
diagnosis of her foot injury. However Pesante, returned to work in July of 2005.
23. Pesante decided to pursue a workers’ compensation claim from her work-
related injury. In July 2005, she approached her supervisor and sought a copy of the
notice of occupational injury he had prepared at the time of the work-related accident.
24. She had numerous conversations with the plant nurse about the difficulty she
was having with her foot and spoke to the nurse about receiving accommodations.
25. When her supervisor learned that she intended to make a claim for workers’
compensation benefits arising out of the undiagnosed broken foot she had suffered
approximately a year before, he began a course of conduct to retaliate against her, which
26. In fact, he falsely accused Pesante of not performing her job in a satisfactory
27. The use of the Performance Improvement Program (PIP) was a ruse. There
was no intent to seek improvement of Pesante’s performance, which was not inadequate.
In fact, the PIP was used to intimidate and coerce Pesante into resigning from her job
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28. The conduct was pursued because Pesante decided to assert rights and claim
to receive workers’ compensation and the company decided to retaliate against her for
29. It is a violation of public policy for the employer to retaliate against an employee
30. The treatment constituted a wrongful discharge of Pesante, and her resignation
was forced. She was told that if she did not resign she would be fired.
Count III
31. Pesante was known by to suffer from disabilities, as that term is defined by the
32. Her disabilities include suffering from post traumatic stress syndrome (PTSD)
and a disability associated with an untreated broken foot, which came about as a result of
34. As Pesante started developing problems with these two disabilities, Bombardier
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35. It became increasingly difficult for Pesante to perform her duties, due to her
work-related injury, without accommodations, because she had difficulties standing all day
long.
36. Pesante’s work-related injury was initially diagnosed incorrectly by the plant
physician.
37. In July of 2005, Pesante approached her supervisor and advised her supervisor
that she wished to see the notice of occupational accident and injury completed at the time
of the fall. Pesante had never acted on that notice to that point, because the fracture been
38. These requests for accommodations, made shortly before her termination, were
not granted. However, her disability became a determination factor in her termination.
39. Pesante provided information to the EEOC which should have led the EEOC
to investigate her claims under the ADA had it conducted a reasonable investigation of her
claims.
40. Had the EEOC acted upon the information that Pesante provided, or attempted
Pesante’s claims that her rights under the ADA were violated.
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42. Pesante requests this Court assume jurisdiction over her claims under the ADA
Count IV
43. Pesante lives with her elderly mother who requires significant medical care to
treat a serious health condition. At the beginning of her mother’s illness, Pesante took
FMLA to care for her, and has remained her mother’s care giver ever since. Pesante has
also had to use leave time because of her own serious health problems. Over the course
of time, Pesante was required to use leave time to take care of the medical needs of her
mother.
44. Bombardier is an employer as the term is defined under the Family Medical
Leave Act.
45. However, Bombardier did not notify Pesante that she could take unpaid leave
46. In fact, Bombardier tracked Pesante’s attendance and used her attendance
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records to justify imposing discipline on her as a part of its plan to terminate her. It
terminated her because she needed to use leave which was appropriate under the FMLA.
48. Pesante requests this Court assume jurisdiction of her claims under the Family
Medical Leave Act and award her relief which is appropriate under the Act.
Damages
49. Pesante has suffered severe and significant injuries as a result of the conduct.
She was forced to resign in lieu of a discharge and has lost back and future wages.
50. She suffered severe emotional distress and anxiety, embarrassment and
humiliation.
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Relief
51. Pesante requests this Court assume jurisdiction over this matter and award
Respectfully submitted,
/s/Edward A. Olds
Edward A. Olds, Esquire
Pa. I.D. No. 23601
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