Massena v. Healthcare Underwriters Mutual Opinion and Order Ins. Co

Massena v. Healthcare Underwriters Mutual Opinion and Order Ins. Co

Massena v. Healthcare Underwriters Mutual Opinion
and Order Ins. Co.
,
No. 88465 (N.Y. App. Div. Apr. 26, 2001)

A New York physician sued a public hospital and its governing committees
and staff for violations of his 1st Amendment right to free speech, defamation,
tortious interference with business relations, and tortious interference with
contract. The physician alleged that after he suggested that nurse midwives
be allowed to practice in the hospital, the hospital intentionally and maliciously
terminated his privileges. The hospital had several insurance policies with
several different companies, each of which offered the hospital and staff indemnification
for defense costs and judgments entered against them in lawsuits arising from
credentialing and staffing decisions. Each of these policies contained an exclusion
for libel, slander, defamation, humiliation, and other such intentional torts.
The Town of Massena, by statute, had extended its right to indemnification to
its employees in cases where other insurance failed to provide those employees
full coverage. The town brought this action seeking to have a court force the
insurance companies to defend and indemnify the hospital and its staff.

The New York Supreme Court,
Appellate Division, held that the insurance companies were not obligated to
indemnify and defend the hospital and its staff because the claims against them
arise from allegations of intentional and malicious defamation and interference
with contractual and business relations. Coverage for these claims was specifically
excluded by the policies. However, the court went on to hold that, as for claims
which the insurance companies were obligated to cover, the township’s obligation
to defend and indemnify arises only after the insurance policies have been exhausted.

Martin v. Regents of the Univ. of Cal.

Martin v. Regents of the Univ. of Cal.

DISCRIMINATION

Martin v. Regents of the Univ. of Cal.,No. C054205 ( Cal. Ct. App. August 12, 2008)

The California Court of Appeal, Third District, affirmed a lower court’s decision to grant summary judgment in favor of a hospital accused of gender discrimination, retaliation and harassment by a female physician. Although several complaints had been filed against the physician based on her inability to work with others, she claimed that the hospital had failed to renew her contract due to the discriminatory motives of her supervisor. The court concluded that the physician had not met her burden of presenting evidence that demonstrated a reasonable inference that the action taken against her by her supervisor was motivated by discrimination. While the physician was able to provide several declarations from other female employees that the same supervisor treated women more harshly than men, this evidence, without any showing that this treatment resulted in adverse employment actions, was too speculative and attenuated to create an inference that the action taken against her was motivated by discrimination.

Martinez v. UMass Mem’l Health Care, Inc.

Martinez v. UMass Mem’l Health Care, Inc.

Immunity

Martinez v. UMass Mem’l Health Care, Inc., No.
2001CV2217A (Mass. Super. Ct. May 12, 2006)

An emergency room patient
brought a medical malpractice suit against two doctors (one of whom was a
resident), alleging the doctors failed to properly diagnose his kidney failure
and, as a result, he suffered further injuries. The resident moved for summary
judgment as to the claims against him, arguing that he was a public employee
and, therefore, pursuant to state law, immune from liability for acts performed
within his scope of employment. The patient countered that the doctor’s enrollment
in the residency program did not preclude him from being considered an employee
of the private hospital where the alleged malpractice occurred.

The Massachusetts Superior Court ruled that the patient had presented sufficient
evidence that the resident was subject to the control and supervision of the
private hospital and that a jury might find that he was an employee of that
hospital. The court concluded that summary judgment should not have been granted.

 

 

Martin v. Ohio County Hosp. Corp. (Summary)

Martin v. Ohio County Hosp. Corp. (Summary)

EMTALA

Martin v. Ohio County Hosp. Corp., No. 2008-SC-000211-DG (Ky. Oct. 1, 2009)

The Kentucky Supreme Court ruled in favor of a hospital in a lawsuit alleging that the hospital had violated EMTALA’s screening and transfer requirements.

The hospital was alleged to have wrongfully delayed treatment that precipitated the death of a patient when it ordered a CT scan and sent the films to a neighboring hospital to be read by a radiologist. The court emphasized that damages are available under EMTALA only when harm is a direct result of the hospital’s violation of EMTALA’s statutory requirements, and not when the harm is caused by the medical negligence of the hospital or its personnel. Therefore, the court ruled that the hospital was entitled to a directed verdict because it satisfied the elements of the statute, which was designed to prevent hospitals from dumping patients who could not pay for their care.

 

Martin v. Regents of the Univ. of Cal.

Martin v. Regents of the Univ. of Cal.

Filed 8/12/08 Martin v. Regents of the University of California CA3
NOT TO BE PUBLISHED

California Rules of Court, rule 8.1115(a), prohibits courts and parties from citing or relying on opinions not certified for
publication or ordered published, except as specified by rule 8.1115(b). This opinion has not been certified for publication
or ordered published for purposes of rule 8.1115.

IN THE COURT OF APPEAL OF THE STATE OF CALIFORNIA
THIRD APPELLATE DISTRICT
(Sacramento)

C054205

(Super. Ct. No.
05AS00664)

SANDRA MARTIN,

Plaintiff and Appellant,

v.

REGENTS OF THE UNIVERSITY OF CALIFORNIA
et al.,

Sandra Martin appeals from a summary judgment in favor of

the Regents of the University of California and Philip Raimondi.
Martin filed this action alleging gender discrimination,
retaliation, and harassment.

Defendants adduced evidence plaintiff’s employment contract
was not renewed because of staff complaints. Plaintiff argued
the real reason for the adverse action was gender discrimination
and retaliation. However, plaintiff’s wholly circumstantial
evidence does not raise a rational inference that discrimination

Defendants and Respondents.

1

or retaliation occurred. Summary judgment was also proper on
plaintiff’s harassment by hostile work environment claim because
none of the acts complained of were sexual in nature.

We shall affirm the judgment.
FACTUAL AND PROCEDURAL BACKGROUND

Defendant Raimondi is the medical director of the
University of California Davis Health System Primary Care
Network (PCN). In 1996, he interviewed plaintiff for a position
as a podiatrist in the PCN. Plaintiff was hired for the
position, and throughout her tenure, her employment was pursuant
to a series of employment contracts. Most of these contracts
were for a period of one year, but in 2002, she signed a two
year contract that expired on September 30, 2004.

A. Early Complaints

Between approximately 1998 through early 2000, Raimondi
received an inordinate number of complaints about plaintiff.
Some of these complaints were conveyed directly to Raimondi by
staff members, while others were conveyed by the practice
managers at the various clinics at which plaintiff worked. The
complaints consistently asserted that plaintiff did not work
well with the other staff at the clinics.

As a result of the complaints, Raimondi held three meetings
with plaintiff, in April and June 1999, and January 2000.
Raimondi was not so much concerned with the truth of the
complaints against plaintiff as the fact that there were
numerous complaints — more than for any other physician. For
her part, plaintiff was concerned that Raimondi simply accepted

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the complaints without attempting to determine their truth. At
the last meeting, Raimondi advised plaintiff that he would
terminate her employment if he received one more complaint about
her. Raimondi documented this meeting in a letter to plaintiff.

Soon after, plaintiff filed a grievance against Raimondi.
The grievance alleged Raimondi treated plaintiff in a
discriminatory manner on the basis of her gender. Specifically,
“[t]he discriminatory treatment [was] unfair and unsubstantiated
criticism and hostile treatment to which [her] male counterparts
have not been exposed.” An investigation commenced, which
resulted in the conclusion that there was no gender
discrimination by Raimondi.

The investigation found that instances of plaintiff being
rude and abusive with clinic staff had occurred, but that there
was no evidence of on-going problems in the last six months, and
that mitigating circumstances may have contributed to a
stressful environment leading to the incidents. However, the
investigation review recommended Raimondi take supervisor
training and counseling to enhance his communication skills.

Plaintiff appealed the first step review, resulting in a
second review by James McElroy, who made a formal finding that
there was no evidence to support a finding of gender
discrimination. Informally, McElroy suggested the letter
threatening plaintiff’s termination be removed from her file,
and that Raimondi develop his communication skills and consider
changing his management style. The letter was removed from
plaintiff’s file.

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B. 2003 Complaints

Raimondi received no further complaints from staff about

plaintiff until August 2003. At that time, two staff members at
the PCN clinic in Rancho Cordova reported that plaintiff was
subjecting them to a hostile work environment. Because
plaintiff had accused him of discrimination following his
handling of the prior staff complaints, Raimondi did not perform
any investigation and did not talk to plaintiff about the
complaints, but directly forwarded the complaints to Gloria
Alvarado, Executive Director of Human Resources.

Alvarado assigned Marie Lumbard to investigate the
complaints. Lumbard’s report, to which plaintiff was allowed to
provide input, was completed on January 5, 2004. The report
made no conclusions, but was merely a compendium of statements
made by the employees Lumbard interviewed. After the report,
Raimondi discussed with Alvarado and Mike Sheesley, from
Employee and Labor Relations, whether plaintiff’s employment
should continue. They did not come to a conclusion, although
Raimondi felt it would be appropriate to terminate her.

On January 28, 2004, Raimondi received a letter from an
attorney representing plaintiff. The letter accused him of
discriminating against plaintiff.

C. Orthopedic Clinic Complaints

In March, 2004, Dr. Stephen Pinney, chief of the foot and
ankle service for the orthopedics department, met with Raimondi
to express concerns about plaintiff and to request that she be
removed from the orthopedic clinic. Dr. Pinney’s concerns were

4

that plaintiff was not an effective member of the team due to
poor, or lack of, interaction with the other team members.
Raimondi asked Dr. Pinney to put his concerns in writing.

Dr. Pinney wrote a letter to Raimondi complaining of
several aspects of plaintiff’s performance, but stated that her
“failure to function[] as an effective member of the foot and
ankle team” was the factor leading him to request that
plaintiff’s affiliation with the orthopedic department be
terminated. Raimondi forwarded this letter to Alvarado for
review by Human Resources.

Human Resources initiated an investigation into the
allegations in Dr. Pinney’s letter. Alvarado and Sheesley
recommended plaintiff be placed on paid administrative leave
while the investigation was conducted. On April 16, 2004,
Raimondi sent plaintiff a letter informing her of the paid
leave, and advising her that the purpose of it was to review
concerns recently raised regarding her performance. Shortly
thereafter, Raimondi was advised that plaintiff had filed a
complaint with the Department of Fair Employment and Housing
(DFEH) against defendants for gender discrimination, harassment,
and retaliation.

The investigation was conducted by Robert Murta, who was
then the Executive Director of Human Resources. Murta reviewed
the investigation previously conducted by Lumbard, but
determined it was a separate and distinct matter, since it
covered incidents occurring in the Rancho Cordova clinic, while
Dr. Pinney’s letter covered incidents occurring at the

5

orthopedic clinic in Sacramento. Murta interviewed six staff
members at the orthopedic clinic. These interviews may be
characterized as follows: the three medical assistants who
worked directly with plaintiff had complaints about the way they
were treated, but the nurses, including the nurse manager, a
senior vocational nurse, and a clinical nurse who did not work
directly with plaintiff, had generally positive comments
regarding plaintiff.

Murta also interviewed Dr. Pinney, who expressed
frustration over the working atmosphere and poor communication
with plaintiff. He felt plaintiff was uncooperative with him
and brusque with the staff.

Murta concluded the allegations of plaintiff’s poor
interactions with the nursing staff were true, particularly with
the medical assistants who worked directly under plaintiff’s
supervision. He said that the strained relationship between
plaintiff and Dr. Pinney was described by both as
“dysfunctional.”

Based on the continuing complaints about plaintiff, the
investigation conducted by Murta, and the earlier investigation
by Lumbard, Raimondi decided not to renew plaintiff’s contract
when it expired on September 30, 2004.

After plaintiff filed her complaint in this action,
defendants filed a motion for summary judgment, which the trial
court granted. As to the first cause of action for gender
discrimination, the trial court found plaintiff had not stated a
prima facie case. Citing Guz v. Bechtel National, Inc. (2000)

6

24 Cal.4th 317, 355 (Guz), the court stated that a prima facie
case requires a showing that: 1) plaintiff is a member of a
protected class, 2) she was performing competently, 3) she
suffered an adverse employment action, and 4) some other
circumstance suggested a discriminatory motive for the adverse
action. The trial court found plaintiff’s evidence was
insufficient to satisfy the last requirement of a prima facie
case.

The trial court further found that assuming plaintiff’s
evidence was sufficient to establish a prima facie case,
defendants had submitted evidence of a legitimate,
nondiscriminatory reason for not renewing plaintiff’s contract.

As to the cause of action for retaliation, the trial court
found plaintiff had established a prima facie case, but had not
proffered sufficient evidence to establish that the legitimate
business reason for not renewing her employment was merely a
pretext for what was, in fact, retaliation. The court found
plaintiff’s evidence insufficient because there was nothing to
show that Raimondi reacted negatively either to her April 2000
grievance or her April 2004 DFEH complaint. As to the former,
plaintiff worked without incident for three years after the
grievance. As to the latter, the complaint was filed after
Raimondi had already placed her on administrative leave to
investigate the allegations against her.

The trial court also found defendants were entitled to
summary adjudication on the cause of action for harassment. The
court found that most of the conduct complained of (refusing to

7

communicate or supply administrative support, placing her on
administrative leave, changing her job duties, interfering with
her patients, denying her requests to further her skill, and
refusing to conduct an appropriate investigation) were not
harassment because they constituted conduct necessary to a
supervisor’s job performance and business or personnel
management decisions. The remaining allegations, that Raimondi
treated her in a hostile or demeaning way, also did not
constitute harassment. The court found the evidence did not
demonstrate that defendants applied a different standard to her
based on gender, and did not demonstrate that harassing conduct
was so pervasive that it altered her working conditions.
DISCUSSION
I
Gender Discrimination Claim

Plaintiff asserted a cause of action for gender
discrimination pursuant to the Fair Employment and Housing Act
(FEHA), Government Code section 12940, subdivision (a). That
section provides in pertinent part: “It shall be an unlawful
employment practice . . . [¶] (a) For an employer, because of
the race, religious creed, color, national origin, ancestry,
physical disability, mental disability, medical condition,
marital status, sex, age, or sexual orientation of any person,
. . . to discharge the person from employment . . . .”

A. Burden of Producing Evidence

At trial, plaintiff would have the burden of making a prima
facie case, consisting of evidence she was a member of a

8

protected class, she was performing her job competently, she
suffered an adverse employment action, and some other
circumstance suggesting discriminatory motive. (Guz v. Bechtel
National, Inc., supra, 24 Cal.4th at p. 355.) This would result
in a presumption of discrimination, shifting the burden to
defendants to show a legitimate non-discriminatory reason for
the adverse action. If defendants were to be successful, the
presumption would disappear, leaving plaintiff with the burden
of persuading a trier of fact that the employer’s proffered
reason was a pretext. (Kelly v. Stamps.com, Inc. (2005) 135
Cal.App.4th 1088, 1097 (Kelly).)

Defendant’s motion for summary judgment modifies the order
of the showings. The employer, as the moving party, may rely on
a showing that there were nondiscriminatory reasons for the
adverse action. It satisfies its burden if it presents evidence
that would permit a trier of fact to find that the adverse
action was the result of nondiscriminatory reasons. (Kelly,
supra, 135 Cal.App.4th at pp. 1097-1098.) To defeat the summary
judgment motion, the employee must then adduce evidence that
would be sufficient to permit a rational inference that the
employer’s actual motive was discriminatory. (Guz, supra, 24
Cal.4th at p. 361.)

B. Plaintiff’s Evidence that Reason Given for Action was
Pretextual

There is no real question but that defendants met their
burden of showing nondiscriminatory reasons for the non-renewal
of the contract. Defendants relied on evidence that the reason

9

for plaintiff’s termination was that she was unable to get along
with clinic staff. In addition to Raimondi’s declaration, this
evidence consisted of e-mails from three of the clinic managers
complaining of plaintiff’s treatment of staff, a letter from a
doctor documenting complaints from the nursing staff, three
written complaints from clinic staff, a formal review of
plaintiff’s grievance concluding rude and abusive behavior with
clinic staff had occurred, a letter from Dr. Pinney complaining
of plaintiff’s failure to function as an effective member of the
team, and the deposition testimony of four medical assistants
complaining of the way plaintiff treated them.

The issue here is whether plaintiff met her burden of
showing that a reasonable trier of fact could conclude from her
evidence that defendants’ proffered reasons were pretextual. A
plaintiff may meet her burden and avoid summary judgment by
offering “substantial evidence that the employer’s stated
nondiscriminatory reason for the adverse action was untrue or
pretextual, or evidence the employer acted with a discriminatory
animus, or a combination of the two, such that a reasonable
trier of fact could conclude the employer engaged in intentional
discrimination.” (Hersant v. Dept. of Social Services (1997) 57
Cal.App.4th 997, 1004-1005.)

Plaintiff attempted to show that defendants’ explanation
for not re-hiring her was not credible, not by showing that
there were no staff complaints about her, but by arguing there
was no merit to the staff complaints about her, by arguing that
other doctors (namely Pinney) were the subject of staff

10

complaints, yet no action was taken against them, and by arguing
that the complaints against her were not properly investigated.

Plaintiff presented evidence that she treated staff no
worse than other physicians, and argued the complaints against
her were trivial or were made by problematic employees.
Essentially, her argument was that the complaints against her
had no merit or were not true. However, “[i]t is the employer’s
honest belief in the stated reasons for firing an employee and
not the objective truth or falsity of the underlying facts that
is at issue in a discrimination case.” (King v. United Parcel
Service, Inc. (2007) 152 Cal.App.4th 426, 436.) “[C]ourts ‘only
require that an employer honestly believed its reason for its
actions, even if its reason is “foolish or trivial or even
baseless.”’ [Citation.]” (Villiarimo v. Aloha Island Air,
Inc. (9th Cir. 2002) 281 F.3d 1054, 1063.) There is no question
but that numerous complaints were made, and that defendants
honestly believed the complaints were serious enough to warrant
non-renewal of plaintiff’s contract.

As to plaintiff’s claim that the investigation into the
complaints against her were inadequate to her detriment, she
sets forth no evidence to support this claim.

Plaintiff’s argument that Dr. Pinney did not suffer any
adverse action because of staff complaints does nothing to show
defendants’ reasons were discriminatory. A showing that
defendants treated similarly situated men more favorably than
plaintiff would be probative of pretext (Vasquez v. County of
Los Angeles (9th Cir. 2003) 349 F.3d 634, 641), but the evidence

11

falls short of such a showing. Plaintiff was not similarly
situated with Dr. Pinney. Dr. Pinney was chief of the
orthopedic foot and ankle service for the Department of
Orthopedics. Plaintiff was a non-surgical podiatrist employed
by the U.C. Davis Health System Primary Care Network.
Plaintiff’s supervisor was Raimondi. Plaintiff admits Dr.
Pinney’s supervisor was Dr. George Rab. Rab stated he never
received any formal complaints about Dr. Pinney. By contrast,
Raimondi stated he received more complaints about plaintiff than
any other physician. Additionally, defendants adduced evidence
that other similarly situated male physicians were terminated
for similar reasons. Raimondi terminated the contracts of eight
male physicians, some of whom were terminated because they could
not get along with staff members.

Plaintiff’s evidence was insufficient to allow a rational
inference that defendants’ proffered explanation for the non-
renewal of her contract was not worthy of credence.
C. Plaintiff’s Evidence of Discriminatory Intent

Plaintiff attempted to show through the testimony of other
female physicians who had worked for Raimondi and other
unattributed statements contained in an investigative report,
that he discriminated against women. We first address the
admissibility of the unattributed statements in the
investigative report as well as attachments to the female
physicians’ reports, because plaintiff claims the trial court
improperly excluded them.

12

1. Statements and Attachments were Hearsay

The trial court sustained defendants’ objections to

statements contained in a report written by Annetta Myers. This
report was prepared in 2001 as a part of the level II review of
plaintiff’s grievance pursuant to University of California
policy. The statements contained in the report appear to be
responses from staff when interviewed about gender
discrimination by Raimondi. As an example, one statement reads:
“The idea of Raimondi being gender biased is absolutely
ridiculous. Raimondi is fair, tells me when I screw up, but is
the first to promote me when I do good, is far and away the best
boss.” Another statement reads: “Raimondi tends to target
women more than men. I have seen Raimondi treat both poorly,
but more so with females than males. Raimondi is belittling,
demeaning, writes inflammatory emails, [and] is rude.” None of
the statements is attributed to its author.

Plaintiff argues the statements were admissible because
they are evidence of defendants’ knowledge that Raimondi
discriminated against women employees and evidence of their
failure to take corrective action.

While the employer’s knowledge of discrimination by an
employee may be material to recovering damages from the employer
for such discrimination (see Civ. Code, § 3294, subd. (b)), at
this stage of the summary judgment, the only issue is whether
there is evidence a discriminatory reason motivated the employer
in taking the adverse action. The statements are hearsay for
that purpose because they are evidence of a statement that was

13

made other than by a witness while testifying, and are offered
to prove the truth of the matter stated, i.e., that Raimondi
discriminated against women. (Evid. Code, § 1200.) The
statements were properly excluded by the trial court.

The trial court also properly sustained objections to the
attachments to the declarations of the female physicians. The
attachments consisted of letters the declarants had written
prior to their declarations describing their experiences with
Raimondi.

Plaintiff argues they are not hearsay because they do not
recount someone else’s statements, and points out that the
declarants could have made the same statements in their
declaration. Also, plaintiff again argues that the statements
are admissible to show defendants had notice that Raimondi
discriminated against women.

The test of hearsay is not whether the person making the
prior statement is the same person before the court. It is
hearsay because it was not made by the witness “while testifying
at the hearing . . . .” (Evid. Code, § 1200, subd. (a).) Even
if the statements would have been admissible had they been part
of the declaration, they are not admissible when simply attached
to the declaration. As with the statements in the Myers report,
the attachments are being offered here to prove the truth of the
matters asserted, not to prove the defendants’ state of mind or
knowledge, which is not at issue in this summary judgment
proceeding.

14

2. Declarations of Female Physicians

Plaintiff presented the testimony of six female doctors who

worked with Raimondi. None of these physicians claimed to have
suffered any adverse employment action from Raimondi.

The trial court found that the deposition testimony and
declarations of the female physicians failed to establish a
prima facie case of discrimination because they did not suggest
a discriminatory motive for the adverse action.

The court found that as a preliminary matter, all of the
female physicians statements were “largely conclusory.” None of
them mentioned any specific circumstance, but rather
characterized Raimondi as treating men and women differently.
The trial court also found that two of the female physician
declarations, those of doctors Bisharat and Sahba, were from
physicians who were not working under Raimondi when he received
the first complaint regarding plaintiff, and had not worked for
Raimondi for a year prior to the first complaint.

The court stated that the most important deficiency of
plaintiff’s evidence was that none of the female physicians who
complained that Raimondi treated men and women differently
claimed to have suffered any adverse employment action because
of their gender. The court found that short or even rude
treatment of women was insufficient to suggest a discriminatory
motive for the non-renewal of plaintiff’s employment contract.

Even if the trial court was wrong in determining that the
statements were insufficient to establish a prima facie case,
the summary judgment was properly granted because the statements

15

were insufficient to allow a rational inference that defendants’
proffered reason for not renewing plaintiff’s contract was
pretextual.

Dr. Albina Gogo stated she was also counseled by Raimondi
because of her interactions with staff. She said his manner of
speaking to her was “very harsh” and that she felt
unappreciated. She stated she had thought the hierarchy in
medicine ended after residency, and that she felt she was being
chastised as a child and not respected as a physician. She said
she had witnessed Raimondi responding to certain women
physicians differently, and that he would be curt, short, and
shoot down the opinions voiced by certain women. She did not
ever recall him doing the same with male physicians.1

The other female physicians also declared that Raimondi
“treated men and women very differently”, that he was “very
domineering with women,” and that in mixed groups he reacted
negatively to comments made by women, but did not react this way
to men.

The trial court considered this evidence, but found it to
be “largely conclusory” and found: “Not one individual mentions
a specific meeting or other circumstance when the behavior
complained of occurred. Further, two declarants, . . . did not

1 Raimondi stated he had to counsel Gogo about her
interactions with staff. He stated the difference between Gogo
and plaintiff was that Gogo listened to what he said and agreed
to work on the problem. Gogo continues to be an employee of the
PCN.

16

even work under Raimondi after 1998, the year before he received
the first email complaining about plaintiff. More importantly,
however, absent from all the declarations and deposition
testimony is any evidence that Raimondi ever took any action on
the basis of gender that had any [e]ffect [on] the terms or
conditions of employment . . . . At most, plaintiff presents
evidence that Raimondi was, at some unspecified times, short
with, perhaps even rude to, women physicians under his
supervision in both ‘mixed company’ and in private.”

Plaintiff argues the trial court impermissibly weighed the
evidence. We disagree. Even though the court may not weigh the
evidence as though it were sitting as the trier of fact, it must
nevertheless determine what the evidence could show, or what the
inferences could imply to “a reasonable trier of fact.”
(Aguilar v. Atlantic Richfield Co. (2001) 25 Cal.4th 826, 856.)
The trial court did not engage in impermissible weighing of the
evidence, but instead found that the evidence submitted by
plaintiff was insufficient to meet plaintiff’s burden to defeat
the motion for summary judgment.

To defeat the motion for summary judgment, an employee is
required to adduce evidence that would permit a reasonable trier
of fact to find that intentional discrimination occurred.
(Kelly v. Stamps.com Inc., supra, 135 Cal.App.4th at p. 1098.)
The purpose of a summary judgment motion is to weed out those
cases that do not warrant the time and cost of factfinding by
trial. (Martin v. Lockheed Missiles & Space Co. (1994) 29
Cal.App.4th 1718, 1735.) Therefore, the plaintiff must produce

17

“‘substantial responsive evidence’” that the defendants’ showing
of cause was untrue or pretextual, and speculation does not
constitute substantial evidence. (Ibid.) Where, as here, the
plaintiff’s evidence of discriminatory intent is circumstantial,
the evidence must be specific and substantial to create a
triable issue of fact. (Vasquez v. County of Los Angeles,
supra, 349 F.3d at p. 642.) Finally, the employee’s evidence
must relate to the employer’s motivation for the adverse action
and must demonstrate a causal link between the prohibited
motivation and the adverse action. (King v. United Parcel
Service, Inc, supra, 152 Cal.App.4th at pp. 433-434.)

In this case the other physicians stated they observed
Raimondi treating men more favorably than women in mixed
company, but there was no evidence to allow a trier of fact to
make the link between motivation and adverse action. None of
the women claimed to have had any adverse action taken against
them because of their gender. There was no evidence in the
record linking any adverse action taken by Raimondi against an
employee to a discriminatory intent on his part. In light of
defendants’ strong showing of proper grounds for action, any
inference of discriminatory intent is unreasonable absent such
evidence. Summary judgment for the employer is appropriate
where the employer makes a strong showing of innocent reasons,
and the countervailing circumstantial evidence of discriminatory
motive is too weak to raise a rational inference that
discrimination occurred. (Guz v. Bechtel National Inc., supra,
24 Cal.4th at p. 362.) No reasonable inference of

18

discrimination can be drawn from plaintiff’s evidence.
Therefore, plaintiff has not met her burden of demonstrating a
triable issue of fact, and the summary judgment was properly
granted.

The cases plaintiff cites do not further her argument. She
cites Strumph v. Thomas & Skinner, Inc. (7th Cir. 1985) 770 F.2d
93, and argues the statements of other employees can show
discrimination even where the other employees had no adverse
action taken against them. However, in Strumph there was direct
evidence of discriminatory intent and the circumstantial
evidence was strong enough to support a reasonable inference of
discrimination. The direct evidence in that age discrimination
case was a statement by the president of the company that he
wanted to eliminate older employees. (Id. at p. 97.) The
circumstantial evidence was the statement of one older employee
that his job duties were decreased until he had nothing of
substance or importance to do and the statement of another that
she felt unwelcome in her job because of her age. (Ibid.)

Here, by contrast, the other female physicians stated they
thought Raimondi treated male physicians better in a group than
some female physicians, but none of them suffered any adverse
employment action. Although most of the physicians stated that
Raimondi’s treatment of them was the reason or a reason that
they left the PCN, none asserted she left the PCN because of
gender discrimination in the workplace.

Plaintiff cites United States Postal Service Bd. Of
Governors v. Aikens (1983) 460 U.S. 711, 713, fn. 2 [75 L.Ed.2d

19

403, 409], for the proposition that an employer’s derogatory
remarks about persons in a protected class may show
discriminatory intent. However, in that case, the evidence
showed white persons were consistently promoted over black
persons, the plaintiff had no negative comments in his
employment file, he had more seniority and training than the
white persons promoted above him, he had substantially more
education (a Masters Degree and three years toward a Ph.D.) than
white employees who were promoted ahead of him, none of whom had
a college degree, and the person in charge of promotion had made
numerous derogatory remarks about blacks. (Ibid.) The court
stated that it would not be error for the trier of fact to find
on all the evidence that the employee suffered discrimination.

Plaintiff’s evidence, by contrast, shows no preference
toward males in hiring or promotion, and no derogatory comments
by Raimondi about women from which a trier of fact could infer a
discriminatory motive. The only evidence from which a trier of
fact could infer anything other than gender neutral conduct on
Raimondi’s part, is the opinion of some women who worked for him
that he was nicer to men. When considered in light of
plaintiff’s well documented problems relating to other staff
members, such opinions, which were based on very little in the
way of specific facts, are simply insufficient to produce a
reasonable inference of discrimination.

In Robinson v. Runyon (6th Cir. 1998) 149 F.3d 507, 512-
513, also cited by plaintiff, the issue was whether the trial
court erred in excluding evidence of racist writings that had

20

circulated in the work place with the knowledge and acceptance
of management. By contrast, there is no evidence in this case
that Raimondi or any other supervisor ever made derogatory
comments on the basis of gender. The Robinson case was in a
different posture from the instant case, because it was
concerned only with whether the evidence should have been
excluded at trial because it was irrelevant and more prejudicial
than probative.

Clark v. Claremont University Center (1992) 6 Cal.App.4th
639, also cited by plaintiff, is inapplicable. That appeal was
taken after a trial on the merits and verdict for the plaintiff.
The court held there was sufficient evidence to support the
verdict, a very different question than the one posed here.
Additionally, unlike this case, there was direct evidence of
discrimination. (Id. at pp. 652-653.)

Here, plaintiff was put to the test of showing that her
circumstantial evidence demonstrated a reasonable inference that
the action taken against her was motivated by discrimination.
Plaintiff’s evidence was too speculative and too attenuated to
meet this test.

II
Retaliation
To establish a prima facie case of retaliation, plaintiff

must show she engaged in protected activity after which she was
subjected to an adverse employment action, and there was a
causal link between the protected activity and the adverse
action. (Morgan v. Regents of University of Cal. (2000) 88

21

Cal.App.4th 52, 69 (Morgan).) The adverse action must follow
within a relatively short time of the protected activity.
(Ibid.)

On a motion for summary judgment, the parties are subject
to the same shifting burdens set forth in the discussion of
plaintiff’s gender discrimination claim. Where, as here, the
employer offers a legitimate reason for the adverse action,
plaintiff must adduce evidence that would permit a reasonable
trier of fact to find that the proffered reason was pretextual.
(Morgan, supra, 88 Cal.App.4th at p. 68.) As with evidence of
discrimination, circumstantial evidence of pretext must be
specific and substantial to create a triable issue with respect
to whether the employer intended to discriminate on an improper
basis. (Id. at p. 69.)

The complaint does not specify what actions defendants are
alleged to have retaliated against. Plaintiff’s briefs on
appeal mention only the 2000 grievance and the 2004 letter from
plaintiff’s attorney accusing Raimondi of gender discrimination.

There was no direct evidence of pretext in this case, and
the only circumstantial evidence offered was the fact that
plaintiff filed one grievance and one FEHA complaint against
Raimondi, that her attorney sent one letter, and that the non-
renewal of her contract occurred afterward.

As stated above, a prima facie case for retaliation must
show that the adverse action followed within a relatively short
time of the protected activity. However, the 2000 grievance was

22

too remote in time to be considered a motivating factor in the
action taken against her in 2004.

As to the other two actions–the letter from plaintiff’s
attorney and the FEHA complaint–the evidence is simply too weak
to raise a triable issue in light of defendants’ strong showing
of innocent reason. The fact that plaintiff was not terminated
after her 2000 grievance, but instead worked nearly three years
without incident, that the letter from her attorney was sent
after an investigation into complaints against plaintiff had
been completed, and that the DFEH complaint was sent after
plaintiff had been placed on paid administrative leave, further
weaken plaintiff’s showing of pretext. Circumstantial evidence
of pretext must be specific and substantial to overcome
defendants’ evidence of innocent reason for action, and
plaintiff’s evidence falls short.
III
Sexual Harassment Claim

Plaintiff’s second cause of action alleged she suffered
harassment due to her gender. She alleged this harassment
included speaking to her in a hostile and demeaning way,
refusing to communicate with her, instigating groundless
allegations of misconduct, holding her to performance standards
not applied to male physicians, refusing to respond to her
requests for administrative support, withholding administrative
support, placing her on administrative leave, changing her job
duties, giving her a demeaning job assignment, interfering with
her relationships with patients, refusing to investigate her

23

complaints appropriately, and refusing her requests to further
her professional skills.

The FEHA prohibits both harassment and discrimination, but
they are distinct types of conduct. (Janken v. GM Hughes
Electronics (1996) 46 Cal.App.4th 55, 62 (Janken).) Harassment
is “a type of conduct not necessary to a supervisor’s job
performance,” and is to be distinguished from “business or
personnel management decisions-which might later be considered
discriminatory-[which are] inherently necessary to performance
of a supervisor’s job.” (Id. at p. 63.)

Harassment includes “verbal epithets or derogatory
comments, physical interference with freedom of movement,
derogatory posters or cartoons, and unwanted sexual advances.”
(Janken, supra, 46 Cal.App.4th at p. 63.) It is “conduct
outside the scope of necessary job performance, conduct
presumably engaged in for personal gratification, because of
meanness or bigotry, or for other personal motives. Harassment
is not conduct of a type necessary for management of the
employer’s business or performance of the supervisory employee’s
job.” (Ibid.)

Discrimination, by contrast, arises “out of the performance
of necessary personnel management duties.” (Janken, supra, 46
Cal.App.4th at p. 63.) It arises out of the type of conduct
that is essential to personnel management. (Id. at pp. 63-64.)

None of the conduct in which Raimondi was alleged to have
engaged was outside the scope of necessary job performance. All
of it was conduct which might later be perceived to be

24

discriminatory, but none of it was in the nature of verbal
epithets or derogatory comments based on gender, derogatory
posters or cartoons, or unwanted sexual advances.

Plaintiff argues she presented evidence of harassment
arising from a hostile work environment. To prevail on such a
claim, a plaintiff must “demonstrate that the conduct complained
of was severe enough or sufficiently pervasive to alter the
conditions of employment and create a work environment that
qualifies as hostile or abusive to employees because of their
sex.” (Miller v. Department of Corrections (2005) 36 Cal.4th
446, 462 (Miller).)

The California Supreme Court has cited with approval the
federal Equal Employment Opportunity Commission’s definition of
sexual harassment as “unwelcome sexual advances, requests for
sexual favors, and other verbal or physical conduct of a sexual
nature that has the ‘purpose or effect of unreasonably
interfering with an individual’s work performance or creating an
intimidating, hostile, or offensive working environment.’ (29
C.F.R. § 1604.11(a)(3) (2004).)” (Miller, supra, 36 Cal.4th at
p. 463; Lyle v. Warner Bros. Television Productions (2006) 38
Cal.4th 264, 278 (Lyle).) A hostile work environment sexual
harassment claim requires that the employee show she was
subjected to sexual advances, sexual conduct, or sexual comments
that were unwelcome because of sex and were “‘“sufficiently
severe or pervasive to alter the conditions of the victim’s
employment and create an abusive work environment[.]”’
[Citations.]” (Lyle, supra, at p. 279.)

25

Because Raimondi’s alleged conduct had absolutely nothing
to do with sex or with plaintiff’s gender, she cannot state a
claim of hostile work environment sexual harassment. Her real
claim was that she was treated more harshly than her male
counterparts, which is a claim of discrimination, not
harassment, and which we have already addressed in Part I.
DISPOSITION

The judgment is affirmed. Respondents shall recover costs
on appeal.

We concur:

SCOTLAND , P. J.

BLEASE , J.

ROBIE , J.

26

Marvelli v. CHAPS Community Health Ctr.,

Marvelli v. CHAPS Community Health Ctr.,

Marvelli v. CHAPS Community Health Ctr.,
No. 99 CV 8262(NG) (E.D.N.Y. March 27, 2002)

The United States District Court for the Eastern District of New York dismissed
federal hostile work environment claims brought under Title VII and §1981
by two employees of an out-patient health care facility. The court granted summary
judgment to the clinic on the plaintiffs’ Title VII claims because it did not
employ the requisite 15 people for the Act to apply. The plaintiffs’ §1981
claims were dismissed based on race discrimination, finding that they failed
to demonstrate that the defendants created a racially hostile work environment.
The hospital that acquired the outpatient facility escaped Title VII liability
for the clinic director’s sexually harassing behavior because, upon learning
of his conduct, it removed him from the facility and prohibited him from returning
to the facility unsupervised, which effectively prevented further sexual harassment.
The court also found that evidence that the hospital terminated the plaintiffs’
employment as part of an overall restructuring plan designed to improve revenue
was sufficient to counter their retaliation claims.

Marshall v. Planz (Summary)

Marshall v. Planz (Summary)

PEER REVIEW PRIVILEGE

Marshall v. Planz, No. CIV. A. 97-T-793-S (M.D. Ala. April 9, 2001)

A physician sued his former business partner and the group in which he previously practiced for defamation stemming from the termination of his medical staff appointment at two hospitals. The suit centered on statements made by the former partner, seeking damages that would not be available from the hospitals. The former partner, the group, and one of the hospitals (not a party in the suit) claimed that the statements were privileged under the Alabama peer review statute and not admissible at trial. The former partner was not an official member of a standing peer review committee but did participate in an ad hoc committee, which was formed to review a number of unexpected deaths, whose report led the Medical Executive Committee to recommend that the plaintiff physician be proctored. This recommendation was challenged by the plaintiff, touching off a series of events that ultimately led to termination. The United States District Court for the Middle District of Alabama concluded that the purpose of the privilege was to encourage full candor in the peer review process and that this goal required the privilege be extended to those furnishing information to the peer review committee as well as to the committee itself. The court further held that in Alabama there was no exception to the privilege for bad faith or malice. The court found the peer review privilege to apply to all but one of the disputed statements and was not waived due to failure to raise it in deposition or the pretrial order.

Martin v. The Fulton-Dekalb Hosp. Auth.

Martin v. The Fulton-Dekalb Hosp. Auth.

Martin v. The Fulton-Dekalb Hosp. Auth.
No. A01A0438 (Ga. Ct. App. July 2, 2001)

The parents of a premature baby sued a health system, alleging that the neonatal
transport team administered an overdose of blood thinner to the baby, causing
physical and mental impairment. The health system argued that Georgia state
law provided immunity for emergency services for which the system did not receive
remuneration. The lower court ruled that the health system was entitled to statutory
immunity for providing emergency services for no compensation.

On appeal, the parents argued that because the health system received remuneration
for emergency services rendered in the form of Medicaid, the health system could
not claim immunity under Georgia state law. The health system argued that the
Medicaid payments received for the ambulance service rendered to the baby did
not cover medical services during the transport, but instead were only "transportation
fees" that would allow the system to invoke the immunity statute. The Court
of Appeals of Georgia reversed the lower court and ruled that the Medicaid payments
given to the health system did constitute remuneration. Because the Georgia
legislature did not intend to give immunity to entities that would receive remuneration
or payment for services, the court held that the system could not invoke Georgia’s
immunity statute.

Maryland Gen. Hosp. v. Thompson

Maryland Gen. Hosp. v. Thompson

IN THE UNITED STATES DISTRICT COURT
FOR THE DISTRICT OF MARYLAND

MARYLAND GENERAL HOSPITAL, INC.:
d/b/a TRANSITIONAL CARE CENTER
:

v.
:

TOMMY G. THOMPSON, SECRETARY OF
THE UNITED STATES DEPT. OF :
HEALTH AND HUMAN SERVICES

Civil Action WMN-00-221

MEMORANDUM

Before the Court are cross motions for summary judgment.

Paper Nos. 14 (Plaintiff’s) and 19 (Defendant’s). The motions

are fully briefed and a hearing on the motions was held on

March 23, 2001. Upon a review of the motions and the

applicable case law, the Court determines that Defendant’s

motion should be granted, and Plaintiff’s denied.

I. FACTUAL AND PROCEDURAL BACKGROUND

In 1994, Plaintiff Maryland General Hospital determined to

open a hospital based skilled nursing facility (SNF). At

issue in this action is whether Defendant erred in denying that

facility “new provider” status for the purpose of determining

the rate of reimbursement under Medicare. Understanding the

context of this dispute requires a brief overview of Maryland’s

regulation of licensed hospital and nursing care facility beds,

as well as Medicare reimbursement regulations.

The number of hospital and nursing care facility beds are

tightly regulated by the State. To create or expand a health

care facility generally requires obtaining a Certificate of

Need (CON) from the Maryland Health Resources Planning

Commission (Commission). State regulations, however, allow an

existing facility to add up to 10 beds without obtaining a CON.

COMAR 10.24.01.02. This inchoate right to add these additional

beds is referred to as “bed credits” or “waiver beds.”

When Plaintiff decided to open its SNF, it determined that

the easiest way to start the facility was to purchase bed

rights from other existing providers. Accordingly, Plaintiff

proceeded to enter into contracts with three local nursing

facilities to purchase bed rights: 10 from Villa St. Michael, 6

from Granada Nursing Home, and 8 from the Wesley Home

(collectively, the Selling Facilities). As these purchases of

bed rights were originally contemplated, Plaintiff would

purchase operational beds from the Selling Facilities and those

facilities would then replace them by activating their waiver

bed rights. The contracts drawn up by the parties and all of

the contemporaneous documentation reflected this understanding

of the transaction. As it turns out, however, the Commission

treated the transactions as simply the transfer of waiver beds

from the Selling Facilities to Plaintiff.1

1 There is some dispute as to what motivated the re-
characterization of the transaction. It was not until
approximately one year after the initial denial of the new

2

The relevant Medicare regulations in effect during the

applicable time period provided as follows. The Medicare

program reimbursed SNFs such as Plaintiff for their actual

“reasonable costs” of providing inpatient services to Medicare

patients, subject to certain upper limits. 42 U.S.C. §§

1395f(b), 1395(v)(1)(A). Because new providers of skilled

nursing services are likely to experience higher per patient

per diem costs because of start up costs and lower occupancy

levels, the Health Care Financing Administration (HCFA),

promulgated regulations that exempted new providers from the

routine cost limits for their first few years of operation. 42

C.F.R. § 413.30(e)(1996). Section 413.30(e) provides:

Exemptions. Exemptions from the limits
imposed under this section may be granted
to a new provider. A new provider is a
provider of inpatient services that has
operated as the type of provider (or the
equivalent) for which it is certified for
Medicare, under present and previous

provider exemption that anyone asserted that the transfer
involved anything other than licensed and operational beds.
Long after the denial and at the request of Plaintiff, the
Commission issued a letter stating that waiver beds, and not
operational beds had been transferred. Thus, one could
conclude that the recasting of the transactions was made to
aid Plaintiff in challenging the denial. There is also
evidence in the record that the Commission treated the
transaction as a transfer of waiver beds merely for its own
administrative convenience, “to avoid the rigmarole of
delicensing at the nursing homes, relicensing additional
beds.” Administrative Record (A.R.) at 209 (testimony of
Plaintiff’s expert witness).

3

ownership, for less than 3 full years. An
exemption granted under this paragraph
expires at the end of the providers first
cost reporting period beginning at least
two years after the provider accepts its
first patient.

In December 1995, Plaintiff submitted an application for a

new provider exemption to its Intermediary.2 The Intermediary

passed the application on to HCFA with the recommendation that

the new provider exemption be granted. HCFA denied the

application. As was its right, Plaintiff appealed the decision

to the Provider Reimbursement Review Board (PRRB) which

reversed the decision of HCFA, in a three to two split

decision. The HCFA Administrator elected to review the

decision of the PRRB and reversed the Board’s decision, holding

that the application should be denied.3 Maryland General

Hospital Transitional Care Center v. Blue Cross & Blue Shield

Assoc., 1999 WL 33105616, (H.C.F.A. November 22, 1999). The

2 Medicare payments are made through fiscal intermediaries
pursuant to contracts with the Secretary. During the relevant
time period, Plaintiff’s Intermediary was Blue Cross and Blue
Shield Association.

3 While Plaintiff was denied the new provider exemption,
Plaintiff has been granted “exceptions” to the routine cost
limits for two of the cost years in question pursuant to 42
C.F.R. § 413.30(f)(1), based on “atypical” services.
According to Defendant, additional payments to Plaintiff based
on these exceptions amounted to hundreds of thousands of
dollars.

4

Administrator’s decision represents a final agency action of

the Secretary and Plaintiff filed this action seeking judicial

review.

II. STANDARD OF REVIEW

Judicial review of final agency decisions on Medicare

provider reimbursement disputes is guided by the provisions of

the Administrative Procedure Act, 5 U.S.C. § 701, et seq.

(APA). See 42 U.S.C. § 1395oo(f). Under the APA, a court

shall not set aside an agency action, findings, or conclusions,

unless the same are found by the court “to be . . . arbitrary,

capricious, an abuse of discretion, or otherwise not in

accordance with law . . .” 5 U.S.C. § 706(2)(A).

Under this standard, “there is a presumption in favor of

the validity of administrative action,” and courts are

particularly deferential when an agency, as here, is

interpreting its own statute and regulations. United States

v. Rutherford, 442 U.S. 544, 553 (1979). The agency action

“must be given controlling weight unless it is plainly

erroneous or inconsistent with the regulation.” Thomas

Jefferson Univ. v. Shalala, 512 U.S. 504, 512 (1994)(internal

quotations omitted). While a reviewing court is to show a

proper deference to the expertise of the agency, the court

should make a “searching and careful” inquiry of the record in

5

order to ascertain whether the agency decision “was based on a

consideration of the relevant factors and whether there has

been a clear error of judgment.” Citizens to Preserve Overton

Park, Inc. v. Volpe, 401 U.S. 402, 416 (1971). Under this

narrow scope of review, however, “[t]he court is not empowered

to substitute its judgment for that of the agency.” Id.

III. DISCUSSION

In reversing the PRRB’s decision and denying Plaintiff’s

request for a new provider exemption, the Administrator found

that the record supported the conclusion that Plaintiff’s SNF

“was created based upon the purchase and relocation of existing

beds which had been used for equivalent comprehensive care

services for more than three years at the seller-facilities.”

1999 WL 33105616 at *10. While the Administrator deemed

Plaintiff’s contention that it was only waiver beds that were

transferred a “post-hoc characterization” for the purpose of

this litigation, he also noted that “regardless of whether the

beds are characterized as ‘operational beds’ or ‘waiver beds,’

there was a CHOW [change of ownership] for purposes of the new

provider exception.” Id. at *11. Finally, the Administrator

concluded that Plaintiff’s SNF was located in the same service

area as the previous owners, and thus, was not entitled to the

application of section 2533.1B.3 of the Provider Reimbursement

6

Manual. That section allows an exemption where there has been

a relocation of a facility to an area where the previous

patient population may no longer be served. Id. at *12.

Plaintiff does not take issue with the Administrator’s

position that the Selling Facilities were providing services

equivalent to those of the Plaintiff for more than three years,

or that the Selling Facilities and Plaintiff’s SNF were located

in the same service area. Nor does Plaintiff disagree that, if

licensed and operational beds were transferred, that would have

been a CHOW and the new provider exemption would have been

properly denied. Plaintiff takes issue with the

Administrator’s conclusion that operational beds, and not

waiver beds, were transferred. Furthermore, in Plaintiff’s

view, the transfer of waiver beds does not constitute a CHOW.

The Court does not believe that it is necessary to decide

whether it was operational beds or waiver beds that were sold

and transferred, for the Court concludes that the transfer of

any beds, be they operational or simply waiver beds, is an

adequate basis for denying new provider status. In reaching

this conclusion, the Court is guided by the Seventh Circuit’s

recent decision in Paragon Health Network, Inc. v. Thompson, –

F.3D –, 2001 WL 605711 (7th Cir. June 5, 2001). Although

Paragon arises in the context of a transfer of licensed and

7

operational beds, the analysis employed by the court in

reviewing the Secretary’s decision in that context seems

applicable here.4

In Paragon, the plaintiff opened a SNF in downtown

Milwaukee. Because Wisconsin regulates nursing facilities in a

manner similar to Maryland, the plaintiff opened the new

facility by purchasing and transferring CON rights for 35 beds

from another facility it owned in a suburb of Milwaukee. Prior

to the transfer, the selling facility had 403 beds and it

continued to operate as a separate facility after the transfer.

“The only thing that [the new SNF] received from [the selling

facility] were the CON rights; no residents, staff, or

equipment were transferred.” Id. at *1. Because the new

facility was created using transferred CON rights, the

Secretary denied the plaintiff new provider status and the

plaintiff challenged that decision in the district court. The

district court affirmed the Secretary’s decision, and plaintiff

4 The parties have not identified and the Court is not
aware of any reported Medicare reimbursement decision arising
in the context of the transfer of waiver beds.

In the context of the transfer of CON rights for
operational beds, the PRRB has consistently held that the
receiving institution is not entitled to new provider status.
See, e.g., Providence Yakima Medical Center v. Blue Cross &
Blue Shield, 2001 WL 599895 (PRRB May 16, 2001); Ashtabula
County Med. Ctr. Skilled Nursing Facility v. Blue Cross & Blue
Shield, 2000 WL 875714 (PRRB June 29, 2001).

8

appealed.

On appeal, the plaintiff focused on the meaning of

“provider” in the phrase “provider of inpatient services that

has operated . . . under present and previous ownership.” The

plaintiff argued that “‘provider’ consists of all those

attributes necessary for a SNF to operate – that is, not just

CON rights, but physical beds, employees, administrators,

equipment, patients, referral sources, etc.” Id. at *5. Thus,

in the plaintiff’s view, “only when the SNF as an entire

operating institution is transferred to a new owner can the

exemption for a new provider be denied.” Id.

The Seventh Circuit disagreed, finding that the word

“provider” was ambiguous as used in the regulation. The court

explained that a facility might fire its whole staff and hire

an new one, or modernize all of its equipment, and yet would

remain the same “provider.” Of course, at the point that all

of the various elements that make up a SNF are “new,” in the

sense that they have never been a part of another facility, the

SNF must be considered a “new provider.” In the court’s view,

it was the difficulty in drawing the line as to when enough of

the elements are “new” so as to deem a SNF a new provider that

makes the word “provider” ambiguous as used in § 413.30(e).

Id. at *5.

9

Having concluded that the word “provider” was ambigous,

the court proceeded to determine whether the Secretary’s

interpretation was plainly erroneous or inconsistent with the

text. In responding to the plaintiff’s argument that the

Secretary should not rely on CON rights alone in determining

whether a SNF operated under previous ownership, the Seventh

Circuit responded,

Paragon’s argument does have a degree of
merit –- terms like “operate[]” and
“provider” suggest that one should look to
whether a group of attributes making up the
institution have changed such that the SNF
may be described as new, rather than just
focusing on a single characteristic, such
as CON rights. Nevertheless, we conclude
that the Secretary’s interpretation is not
so much at variance with the language of
the regulation as to be deemed plainly
erroneous or inconsistent with the text.
Medicare is a highly complex and technical
program, and so deference to the
Secretary’s determinations in the course of
administering the system is especially
warranted. Thomas Jefferson, 512 U.S. at
512 []. Furthermore, an agency need not
adopt the most natural reading of the
regulation, but only a reasonable one.
Pauley v. BethEnergy Mines, Inc., 501 U.S.
680, 702 [] (1991). The Secretary explains
that a transfer of CON rights does not
result in the provision of any new
services. Even though the transferee might
have new equipment, staff, etc., it will
provide the same kind of services as the
transferor of the CON rights, just at a
different location. We cannot say that the
Secretary’s interpretation that because no
new services are being provided there is
not a new provider is unreasonable.

10

Paragon at *5 (emphasis added).

The plaintiff in Paragon also raised several policy

arguments against the Secretary’s interpretation, the primary

argument being one also raised by Plaintiff in this action.

Referring to the purpose of the new provider exemption, i.e.,

to allow a provider to recoup the higher costs normally

resulting from low occupancy rates and one time start-up costs,

the plaintiff observed that “the receipt of CON rights from

[the selling facility] did nothing to ameliorate these

expenses.” Id. at *6. The plaintiff in Paragon, as did

Plaintiff here, “incurred large start-up costs and had a very

low occupancy rate, resulting in high costs per patient.” Id.

Without challenging that observation, the court held that

the Secretary’s interpretation was nonetheless consistent with

the regulation. During the relevant time period, Medicare

reimburses SNFs for “reasonable costs.”5 Excluded from the

definition of “reasonable costs” was any “cost found to be

unnecessary in the efficient delivery of needed health

services.” 42 U.S.C. § 1395f(b)(1). The Secretary reasoned,

and the court concurred,

that the transfer of CON rights simply

5 As of July 1, 1998, Medicare began reimbursing SNFs on a
“prospective payment system.” 42 U.S.C. § 1935yy(e).

11

shifts around SNF services. Creating a new
facility and moving services to it, as [the
plaintiff did between the new facility and
the selling facility], is costly, but no
benefit is gained in the overall delivery
of health care services if the new facility
is providing the same services to the same
population as the old one. Thus, the
Secretary’s judgment that the high startup
costs of [the new facility] were
“unnecessary in the efficient delivery of
needed health services” is a reasonable one
that will not be disturbed by this Court.

Id.

While transferring non-operational waiver beds might

result in fewer unnecessary costs than the transfer of

operational beds, a similar observation could be made here.

Transferring waiver beds to a new institution and bringing them

into operation is clearly more costly than an on site

activation of waiver beds as part of an ongoing facility with

access to existing staff, administration, and referral network

to lower start up costs and avoid the initial lower occupancy

levels.

In trying to arrive at a different result, Plaintiff

argues that the test as to whether an exemption is granted

under § 413.30(e) should be “whether the transferred assets

were ‘operated’ by a prior owner.” Plaintiff’s Reply at 3; see

also, Plaintiff’s Motion at 15 (“The key word in this

definition of ‘new provider’ is ‘operated.’ . . . It

12

contradicts the plain language of the regulation to interpret

the word ‘operated’ to include Waiver Beds that have never been

previously ‘operated.’”).

Section 413.30(e), however,

nowhere speaks of assets being operated or not operated. The

question is whether “the provider . . . has operated.”

Here, there is no dispute that the previous owners of the

transferred assets were operated as the same type of provider

as Plaintiff’s SNF.

Perhaps the strongest rationale, in this Court’s view, for

denying new provider status where waiver beds were transferred,

is the ease by which the transaction was re-characterized by

the Commission. It is undisputed that Plaintiff and the

Selling Facilities entered in the transaction anticipating that

operational beds would be transferred. Aside from the impact

on Plaintiff’s new provider status, Plaintiff makes no argument

that there was any practical significance to whether the

transferred beds were deemed waiver beds or operational beds.

Furthermore, Plaintiff concedes that it was not entitled to new

provider status under the terms of the transaction into which

it believed it was entering. See Plaintiff’s Reply at 3 (“[i]f

the transferred assets were actually ‘operated’ previously as a

functioning and recognized part of a licensed facility, new

provider status would not be warranted”). That a year later

13

the Commissioner fortuitously chose to re-cast the transaction

as the transfer of waiver beds (whether for administrative

convenience or some other reason) should not impact the

Secretary’s determination of new provider status.

IV. CONCLUSION

For these reasons, the Court finds that Defendant’s

decision was supported by the record and was neither arbitrary

nor capricious. Accordingly, Defendant’s Motion for Summary

Judgment will be granted. A separate order will issue.

William M. Nickerson
United States District Judge

Dated: June , 2001.

14

IN THE UNITED STATES DISTRICT COURT
FOR THE DISTRICT OF MARYLAND

MARYLAND GENERAL HOSPITAL, INC.:
d/b/a TRANSITIONAL CARE CENTER
:

v.
:

TOMMY G. THOMPSON, SECRETARY OF
THE UNITED STATES DEPT. OF :
HEALTH AND HUMAN SERVICES

Civil Action WMN-00-221

ORDER

In accordance with the foregoing Memorandum and for the

reasons stated therein, IT IS this day of June, 2001, by the

United States District Court for the District of Maryland,

ORDERED:

1. That Plaintiff’s Motion for Summary Judgment, Paper No.

14, is DENIED;

2. That Defendant’s Motion for Summary Judgment, Paper No.

19, is GRANTED;

3. That judgment is entered in favor of Defendant and

against Plaintiff;

4 . That any and all prior rulings made by this Cour t

disposing of any claims against any parties are incorporated by

reference herein and this order shall be deemed t o b e a f i n a l

judgment within the meaning of Fed. R. Civ. P. 58;

5. That this action is hereby CLOSED; and

6. That the Clerk of the Court shall mail copies of the

foregoing Memorandum and this Order to all counsel of record.

William M. Nickerson
United States District Judge

16

Marshall v. Spectrum Medical Group

Marshall v. Spectrum Medical Group

Marshall v. Spectrum Medical Group,
No. Civ. 00-155-B-C (D. Me. Dec. 8, 2000)


A physician brought several claims against his group practice for inappropriately
terminating his employment. The physician claimed that his employer abused the
credentialing process by using it to cast doubt on his mental and emotional
stability and therefore impairing his ability to practice in the community.
In order to support his allegations, the physician sought to discover his credentials
file from the hospital. The hospital objected to the physician’s discovery request,
claiming the file was confidential and privileged under two state statutes as
well as the Health Care Quality Improvement Act of 1996 (“HCQIA”).
The District Court of Maine rejected the hospital’s argument that the file was
protected under the HCQIA, holding that the HCQIA protects only information
that is reported to the National Practitioner Data Bank, and not all of the
information collected in a peer review investigation. The court also rejected
the hospital’s arguments that the physician’s credentials file was protected
by the state peer review privilege based on the fact that the claims involved
an abuse of the peer review process, and not a malpractice claim, and that the
physician had already gained access to much of the information in his file.
The court ordered that the information in the physician’s credentials file be
disclosed under narrowly tailored conditions.