Yakima, Washington — A substantial jury award in favor of Tahvio Gratton, a former UPS driver who claimed racial discrimination and wrongful termination, was drastically reduced by U.S. District Judge Thomas Rice this week. Originally set at $237.6 million, the judge eliminated $198 million in punitive damages, deeming them disproportionate to the case.
Gratton had been victorious in securing the hefty sum following a trial that concluded with accusations of severe workplace injustices, including racial discrimination. The jury’s verdict awarded him not just for his emotional distress but also punitive damages intended to punish UPS for its alleged misconduct. Despite the reduction, Gratton remains awarded $39.6 million for emotional distress, though UPS has indicated intentions to contest this portion as well.
The litigation stemmed from Gratton’s October 2021 dismissal, which UPS attributed to an incident where Gratton supposedly inappropriately touched a female colleague. However, Gratton, who had been employed by the logistics giant since September 2016, contended his termination was a retaliatory act following his complaints about racial discrimination.
During his tenure at UPS, Gratton reported experiencing various discriminatory practices. He alleged that a younger white manager, habitually using the term “Boy” in a derogatory manner, underscored a broader pattern of mistreatment based on race. Gratton’s lawsuit also noted that, unlike some of his white counterparts, he was often denied regular delivery routes, significantly impacting his work and earnings.
Further allegations highlighted how work assignments declined as Gratton voiced more complaints about the discriminatory environment. He was reportedly assigned to a mall route known for its difficulty and workload, with additional, far-flung stops that extended his working hours. Gratton also described being publicly singled out and reprimanded over minor infractions, such as visible tattoos or unauthorized attire—actions not similarly enforced against white drivers.
The case also brought to light experiences of other Black employees alleging similar discriminatory practices at UPS. These included more challenging routes and disproportionate criticisms, with one individual purportedly compelled to alter his hairstyle following a dispute over pay discrepancies.
The verdict on September 12 recognized that Gratton had been discriminated against and unfairly dismissed from his job. Nevertheless, in seeking further judicial review, UPS announced its intent on Monday to not only challenge the remaining award but also to push for a new trial entirely. This case thus continues to spotlight significant issues related to workplace equality and the handling of discrimination complaints within large corporations.
As the judicial process continues, this case promises to set a precedent for how punitive damages are considered in lawsuits involving claims of workplace discrimination and retaliation. It serves as a critical example for human resource policies and the importance of maintaining a discrimination-free work environment.
The complexity and implications of this case resonate beyond the courtroom, underscoring the ongoing challenges many employees face in various industries across the country.
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