Jury Dismisses Claims of Wrongful Termination and ERISA Violations Against Austin Mac Haik Ford Lincoln Ltd

Plaintiff Vince Brown worked at Mac Haik Ford for 22 years in various roles. He was first hired in 1998 as a Special Finance Representative at the Katy location, where he worked until 2003. Brown returned to the Katy location in 2007 as a sales associate, staying until 2009 when he left to attend F&I school. After working in Arkansas, he rejoined the company at Mac Haik Dodge in Killeen in 2018. His most recent position was Finance Manager at the Georgetown location, starting on November 23, 2020.

At Georgetown, Brown reported directly to Duane Harris, the General Manager. He was the only Black employee in a managerial role at the store. In January 2021, during a conversation about his wife’s pregnancy with twins, Harris commented that the growing family would increase insurance costs, asking whether Brown would add the children to the company’s plan.

In February 2021, during the closure of Mac Haik Ford Georgetown due to Winter Storm Uri, Brown informed Harris that his wife, Kim, was hospitalized for preeclampsia and at risk for preterm labor. Brown requested time off to care for her, citing the emotional strain and the need to follow medical advice to limit exposure to others. On February 23, 2021, Mrs. Brown delivered twins via c-section, and they remained in the NICU until March 14, 2021. During this period, she required two additional surgeries.

Despite keeping Harris informed, Brown was terminated on March 10, 2021, after being told he had exhausted his 30-day leave. However, Mac Haik Ford had granted longer leaves to non-Black employees. Brown believed his termination was due to his race and his intention to use medical insurance benefits.

As a result of the Defendant’s actions, Brown sought the following relief:

(1) lost wages and benefits, both past and future;

(2) out-of-pocket expenses;

(3) court costs and attorney’s fees;

(4) damages for past and future mental anguish and emotional distress;

(5) compensatory damages; and

(6) any other damages to which he is entitled, whether at law or in equity.

The Defendant’s wrongful conduct was allegedly evident in their willful disregard for employees’ rights under Title VII, Section 1981, and ERISA. Due to this behavior, Brown argued that punitive damages should be awarded against the Defendant to prevent similar actions in the future.

Mac Haik asserted that the Plaintiff failed to state a claim upon which relief could be granted. Additionally, the Plaintiff’s claims were barred by his own actions and omissions, which contributed to the situation at hand. Furthermore, the Plaintiff did not take steps to mitigate the damages he alleged, whether actual or potential.

Mac Haik argued that its actions were taken for legitimate, non-discriminatory, and non-retaliatory business reasons. The company also affirmed that it had made good faith efforts to comply with all applicable laws. Moreover, Mac Haik contended that the doctrine of waiver barred the Plaintiff’s claims. Lastly, Mac Haik reserved the right to amend this Answer and assert additional defenses as necessary.