Opinion
March 12, 1998
Appeal from the Supreme Court, Bronx County (Luis Gonzalez, J.).
Plaintiff claims that the various individual defendants, who included management employees of defendant Fordham, allegedly fabricated adverse comments about his use of sick leave which led to plaintiff being summoned to a grievance hearing at which the adverse comments were repeated in plaintiff's presence. Since the actual defamatory words were never pleaded with particularity (CPLR 3016 [a]), but were only paraphrased in a manner such that the actual words were not evident from the face of the complaint ( cf., Taub v. Amana Imports, 140 A.D.2d 687), the long-standing rule ( see, Gardner v. Alexander Rent-A-Car, 28 A.D.2d 667) is that dismissal is required ( Gill v. Pathmark Stores, 237 A.D.2d 563) as to all defendants.
Moreover, to the extent that the remarks were made in the context of an employer's evaluation of an employee at the grievance hearing ( Kasachkoff v. City of New York, 107 A.D.2d 130, affd 68 N.Y.2d 654), or were by management employees having responsibility to report on the matter in dispute ( supra; Harris v. Hirsh, 228 A.D.2d 206, lv denied 89 N.Y.2d 805; Gordon v. Allstate Ins. Co., 71 A.D.2d 850), or by persons who had a mutual interest in employment-related abuses ( Gordon v. Allstate Ins. Co., supra), the statements were protected as a matter of law by a qualified privilege. The circumstances under which candid comments are made in a grievance hearing or in the context of supervisory responsibilities are "compelling ones for application of the privilege" ( Kasachkoff v. City of New York, supra, 107 A.D.2d at 135), imposing the burden on plaintiff to demonstrate malice to defeat the privilege (supra). A review of the record in this case demonstrates the absence of any factual showing of malice by management employees ( Gordon v. Allstate Ins. Co., supra; Harris v. Hirsh, supra) or by employer Fordham.
Concur — Nardelli, J. P., Tom, Mazzarelli, Andrias and Saxe, JJ.