Dunlap v. REGIONS FINANCIAL CORP.
Dunlap v. REGIONS FINANCIAL CORP.
Opinion
In January 2005, Regions decided to eliminate Dunlap's residential-mortgage-loan-specialist position because, according to Regions, the production of the residential-mortgage-loan originators in Mobile no longer supported the position. Regions terminated the position effective March 11, 2005, but it attempted to find Dunlap a position within Regions. Melanie Thompson, Regions' vice president of human resources, informed Dunlap of an open position as a loan processor in the mortgage department, but, according to Thompson's affidavit, Dunlap indicated that she had other options and that she wanted her termination papers processed so that she could accept the severance package.
Before she received her severance package, Dunlap applied for a position with *Page 376 Regions as a commercial-banking assistant. That position, however, was filled by another Union Planters employee who had experience in commercial lending, experience Dunlap lacked. The employee who was hired to fill the position was 44 years old, 13 years younger than Dunlap, who was 57 at the time.
On March 24, 2005, Dunlap, as part of her severance agreement, signed a general release; that release provides, in pertinent part:
"I understand this is a complete and general release. In exchange for the severance benefits . . . I release and forever discharge and promise not to sue Regions, Regions Bank, Union Planters Bank . . . with respect to any and all claims (which term is defined as including, but is not limited to causes of action, suits, debts, sums of money, controversies, agreements, promises, damages, costs, losses, expenses and demands whatsoever, at law or in equity, or before any federal, state or local administrative agency, whether known or unknown, whether accrued or unaccrued, whether contingent or certain) which I now have, or any claims whatsoever which may hereafter accrue on account of the events, circumstances or occurrences related to my employment with Regions up to and including the effective date of this release, including but not limited to any claims such as breach of contract; tort; claims under . . . the Alabama Age Discrimination In Employment Act, Ala. Code §
25-1-20 , et seq.; conversion; wrongful discharge; retaliation; any claims for present or future effects of past events or actions, and any claims for the violation of any federal, state or local law."
The severance agreement also provides that Dunlap "waives any right [she] may have to future employment with Regions," and she has acknowledged that she would have no right to be recalled to work with Regions.
On September 9, 2005, Dunlap filed this action, alleging age discrimination under the Alabama Age Discrimination in Employment Act ("AADEA"), §
In our review of a summary judgment, we apply the same standard as does the trial court on factual issues. Ex parteLumpkin,
"We note that `[a]ny grounds not argued to the trial court, but urged for the first time on appeal, cannot be considered' on appeal. Lloyd Noland Hosp. v. Durham,
Moreover, we note that the evidence presented by Regions in the court below, and uncontroverted by Dunlap, justified a summary judgment for Regions. Dunlap signed a general release that provided that all her AADEA claims and breach-of-contract claims related to her employment with Regions or with Union Planters were released. Dunlap provides no argument or authority as to why that release should not be enforced. SeeWayne J. Griffin Elec., Inc. v. Dunn Constr. Co.,
Dunlap argues that the trial court lacked jurisdiction to enter the order awarding attorney fees to Regions after she had filed her notice of appeal. In its brief before this Court, Regions acknowledges that the order awarding attorney fees was issued after Dunlap had filed her notice of appeal. However, this Court recently stated:
Reynolds v. Colonial Bank,"Jurisdiction of a case can be in only one court at a time. Therefore, while an appeal is pending, the trial court `can do nothing in respect to any matter or question which is involved in the appeal, and which may be adjudged by the appellate court.' Although the general rule is that a trial court is divested of its jurisdiction during a pending appeal, a trial court may proceed in matters that are entirely `collateral' to the appeal."
Crutcher v. Wendy's of North Alabama, Inc.,"`Appellants who fail to comply with [Ala.] R.App. P. 28(a) place themselves in a perilous position. While we attempt to avoid dismissing appeals or affirming judgments on what may be seen as technicalities, we are sometimes unable to address the merits of an appellant's claim when the appellant fails to articulate that claim and presents no authorities in support of that claim. Under appropriate circumstances we will refuse to consider the appeal.'"
AFFIRMED.
LYONS, WOODALL, STUART, BOLIN, PARKER, and MURDOCK, JJ., concur. *Page 380
COBB, C.J., concurs in the result.
SMITH, J., recuses herself.
"Q. . . . There were no comments made to you that would make you believe that your termination was because of your age?
"A. Not that I recall."
In her appellate brief, Dunlap asserts that she was called "grandma" by fellow employees. Dunlap's brief at 16. However, the word "grandma" does not appear in the record. During her deposition, attorneys for Regions asked Dunlap about any comments or jokes that had been made about her age, and she replied, "Well, I had grandchildren and, you know, how are your grandchildren or something." When asked if these comments offended her, she answered that they did not. When asked whether these comments "[were] just kind of like the normal talk you have with co-workers, like how are your kids, how are your grand kids," Dunlap answered, "Exactly."
But see McLaughlin v. Hellbusch,
Reference
- Full Case Name
- Janie S. Dunlap v. Regions Financial Corporation.
- Cited By
- 17 cases
- Status
- Published