Yakima, WA – A significant reduction has been made to a jury’s financial award to an ex-UPS driver in a racial discrimination case, following a judge’s intervention. The driver, Tahvio Gratton, contested his 2021 termination from the delivery company, which he claimed was in retaliation for complaints he filed regarding his treatment at work.
The U.S. District Judge of Eastern Washington, Thomas Rice, decided to lower the punitive damages awarded to Gratton by $198 million, sustaining $39.6 million designated for emotional distress experienced by the Black former employee. This decision evidently underscores the complex and serious nature of workplace discrimination disputes.
UPS has expressed intentions to challenge the remaining award and is seeking a retrial, citing the absence of legal basis for the punitive damages initially granted. The company articulated its stance, arguing that the jury’s imposition of punitive damages was legally unfounded.
Gratton’s career at UPS began in September 2016, with a transfer to the Yakima center by January 2018. His relationship with the management there turned sour after filing multiple complaints with his union. Gratton alleged that his job conditions worsened, from being allocated a notoriously unreliable vehicle to receiving intentionally burdensome workloads. Often, he claimed, he was deprived of work and pay on days when assignments were available.
Court documents reveal specific instances of discriminatory treatment, particularly involving a younger, white manager who reportedly used the term “Boy” in addressing Gratton. This term, loaded with historical racial connotations, was repeatedly used during a work shift, despite Gratton’s objections. A third-party witness noted the demeaning nature of these interactions, corroborating Gratton’s claims of racial bias.
Gratton’s employment was terminated following an incident wherein he was accused of inappropriate physical contact with a coworker, a charge he refuted by claiming it was an accidental touch as he tripped. Despite his explanations, the decision to fire Gratton was made without consideration of his previous grievances, according to a labor manager based in Seattle.
The court found no proof of malicious intent or reckless indifference from Gratton’s managers in the firing process, leading to the judge ruling against the jury’s rationale for the original punitive damages.
This legal outcome, while financially favorable to Gratton, who has since established a thriving barbecue business, presents a nuanced reflection on corporate accountability and the mechanisms of addressing racial grievances within large organizations.
As the legal proceedings continue, this case highlights the ongoing challenges and necessary dialogues surrounding workplace equity and racial discrimination.
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