Yakima, Wash. — A former United Parcel Service (UPS) driver was awarded more than $237 million in damages by a Yakima jury, marking possibly the largest such award for a discrimination case in Washington state history. The verdict reflects both compensatory and punitive damages for the plaintiff, Tahvio Gratton, who alleged racial discrimination and a hostile work environment during his tenure with the company.
The legal proceedings, held at the U.S. District Court for the Eastern District of Washington on Thursday, concluded with Gratton receiving $39.6 million for emotional distress and an additional $198 million in punitive damages. Gratton, an African American, contended that he was subjected to disparate treatment compared to his white colleagues, including frequent layoffs, derogatory remarks, and inferior work assignments.
According to Gratton’s claims, he experienced repeated layoffs in favor of less senior white drivers, was called “boy” by a supervisor, and was given older trucks and less desirable routes. These factors contributed to the hostile work environment he described.
The situation escalated leading to his dismissal in 2021, following an allegation of sexual harassment. Gratton denied the allegations, stating that he was accused of inappropriately touching a female employee—an allegation he and his legal representatives argued was used pretextually to justify his firing.
This court case emerged after Gratton had lodged multiple grievances against UPS in 2018, 2020, and 2021, which purportedly went unaddressed. These complaints centered around racial discrimination and other forms of workplace mistreatment he experienced.
The lawsuit was filed following his termination in October 2022. In the lead-up to the trial, UPS sought to have the case dismissed or mediated, an effort that was ultimately rejected by U.S. District Judge Thomas O. Rice. Judge Rice ruled that there was sufficient evidence for the case to go to trial, noting that a reasonable jury could find that Gratton was terminated for voicing his concerns about racial discrimination and challenging the legitimacy of the harassment claim against him.
Responding to the jury’s decision, one of Gratton’s attorneys, Dustin Collier, expressed gratitude towards the jury for recognizing the gravity of the issues and vindicating Gratton’s rights. Collier emphasized the verdict as a powerful statement against racial discrimination and any retaliation against those who confront such injustices.
UPS expressed disappointment with the jury’s decision, according to company spokesperson Glenn Zaccara. He indicated that UPS plans to appeal the verdict, citing evidentiary and legal concerns. Zaccara also emphasized UPS’s commitment to maintaining a workplace free from discrimination and retaliation, asserting that the company’s termination of Gratton was justified based on the allegations of assault towards a co-worker.
This case not only underscores the continuing challenges related to workplace discrimination but also highlights the severe repercussions companies may face when failing to address such issues effectively and equitably. It also resonates with broader national conversations about race, workplace equality, and the mechanisms available to employees to voice grievances and seek justice.