Justia Civil Rights Opinion Summaries

Plaintiff a practicing Baptist, was incarcerated in the Green Haven Correctional Facility from 2002 until 2018. After prison officials failed to update the Protestant services “call-out list,” Wiggins was excluded from all religious services for over five months. He sued Green Haven officials Thomas Griffin, M. Kopp, D. Howard, and Dr. G. Jebamani under 42 U.S.C. Section 1983, alleging that they violated his constitutional rights. The district court granted Defendants’ motion for summary judgment, reasoning that (1) Defendants did not substantially burden Plaintiff’s free exercise of religion, (2) Defendants were entitled to qualified immunity, and (3) if there were a constitutional violation, Kopp was not personally involved in it.   The Second Circuit affirmed in part, vacated in part, and remanded to the district court for further proceedings. First, the court concluded that Defendants’ failure to update the Protestant services call-out list, which prevented Plaintiff from attending worship services for over five months, substantially burdened his religious exercise. Second, because disputed issues of material fact remain, qualified immunity cannot shield Defendants from liability at this juncture. Third, Plaintiff sufficiently alleged Kopp’s personal involvement in a First Amendment violation by pleading that Kopp took no action even after she was informed that Plaintiff’s rights were being infringed. Finally, the court held that a Section 1983 free exercise claim requires a plaintiff to demonstrate the defendant’s deliberate indifference to the plaintiff’s rights. View "Wiggins v. Griffin, et al." on Justia Law

Plaintiff appealed from a partial final judgment of the district court dismissing his Connecticut state law claims for defamation and tortious interference with contract against Defendant, who accused Plaintiff of sexual assault in 2015 while the two were students at Yale University. Plaintiff argued that the district court erred in finding (1) Defendant to enjoy absolute quasi-judicial immunity for statements made at the 2018 Yale disciplinary hearing that resulted in Plaintiff’s expulsion from the university and (2) Plaintiff’s tortious interference claims based on Defendant’s original 2015 accusations to be untimely. On preliminary review, the Second Circuit was unable to determine whether Connecticut would recognize the Yale disciplinary hearing at issue as a quasi-judicial proceeding supporting absolute immunity in this case. Accordingly, the court certified questions pertinent to that determination to the Connecticut Supreme Court. That court responded that absolute immunity does not apply in this case because Yale’s disciplinary hearing was not a quasi-judicial proceeding in that it lacked procedural safeguards associated with judicial proceedings.   In response, The Second Circuit affirmed in part, vacated in part, and remanded. The court explained that while the Connecticut Supreme Court recognized the possibility for participants in such a hearing to be shielded by qualified immunity, the Connecticut Supreme Court concluded that Defendant is not presently entitled to dismissal on that ground because Plaintiff’s complaint sufficiently pleads the malice necessary to defeat such immunity. With this guidance as to Connecticut law, the court concluded on this appeal that Plaintiff’s complaint should not have been dismissed against Defendant except as to his tortious interference claim based on 2015 statements, which is untimely. View "Khan v. Yale Univ." on Justia Law

This case presents the questions of what Defendant must prove to establish affirmative defenses to pay-discrimination claims under federal and state laws: the Equal Pay Act (“EPA”) and New York Labor Law Section 194(1). Plaintiff alleged that Defendant Culinary Institute of America, violated these equal-pay laws by compensating her less than a male colleague. The Culinary Institute responded that a “factor other than sex”—its sex-neutral compensation plan, which incorporates a collective bargaining agreement—justifies the pay disparity. Plaintiff argued that the compensation plan cannot qualify as a “factor other than sex” because it creates a pay disparity unconnected to differences between her job and her colleague’s job. The district court did not consider the divergent requirements imposed by the EPA and Section 194(1) when assessing Plaintiff’s claims and the Culinary Institute’s defense.   The Second Circuit affirmed in part, vacated in part, and remanded insofar as the district court granted summary judgment for Defendant on the Section 194(1) claim. The court explained that Plaintiff’s position that a “factor other than sex” must be job-related is incorrect as to the EPA. The plain meaning of the EPA indicates the opposite. The court held that to establish the EPA’s “factor other than sex” defense, a defendant must prove only that the pay disparity in question results from a differential based on any factor except for sex. But Plaintiff’s position is correct as to New York Labor Law Section 194(1). A recent amendment to Section 194(1) explicitly added a job-relatedness requirement. View "Eisenhauer v. Culinary Institute of America" on Justia Law

The Plaintiffs, former employees of a high-end fashion retailer in New York, allege that their regularly scheduled workweek included more than forty hours per week of work. Plaintiffs claim that they were entitled to an overtime premium under the Fair Labor Standards Act (FLSA) and New York Labor Law, and that their employer misclassified them as managerial employees and failed to pay them an overtime premium. The district court dismissed the Plaintiffs’ FLSA claims for failure to allege the specific number of hours they worked. It then declined to exercise supplemental jurisdiction over the remaining state claims.   The Second Circuit vacated. The court concluded that Plaintiffs’ complaint adequately states a claim under the FLSA because it alleges that their regularly scheduled workweek exceeded forty hours of work and that the Plaintiffs were denied overtime as a result of being misclassified as managers. The court explained that various Plaintiffs have necessarily plausibly pleaded similar, if not identical, allegations about their regular schedule. In context, the individualized facts giving rise to each Plaintiff’s action – namely, when each Plaintiff worked the regular schedule at issue – are adequately and specifically alleged. View "Abbott v. Comme Des Garcons, Ltd." on Justia Law

Plaintiff was sitting on a bus when police officers boarded the bus, removed him, and arrested him on a misdemeanor bench warrant. Plaintiff, then 67 years old, was a resident of the City of Elmira (the "City"), in Chemung County (the "County"), New York. Plaintiff was taken to the County Jail, where an officer subjected him to a visual body cavity strip search. In addition, although Plaintiff’s girlfriend promptly posted his bail, his release was delayed about two hours. Plaintiff sued the County, the City, and officers in the County Sheriff's Department and City Police Department in the Western District of New York pursuant to 42 U.S.C. Section 1983. The district court dismissed the claims against the City and County at the outset of the case and eventually granted summary judgment dismissing the claims against the individual defendants as well.  Plaintiff appealed the dismissal of the claims against the individual defendants.   The Second Circuit affirmed in part, vacated in part, and remanded. The court explained that on the record, a reasonable jury could find that, instead of simply following the orders of a superior officer, the corrections officer was a party to harassment and demeaning conduct culminating in the search -- conduct that he, and other reasonable officers, should have known had no legitimate penological purpose and was therefore unconstitutional. The court explained that a jury may find otherwise, but in light of these disputed material facts, the district court erred when it granted summary judgment on Plaintiff’s strip search claim. View "Murphy v. Hughson et al." on Justia Law

Plaintiff, an African American woman, claims that her employer, defendant-appellee General Motors, LLC ("General Motors"), subjected her to a hostile work environment, race and sex discrimination, and retaliation at her place of employment, the General Motors plant in Lockport, New York. In the district court, Plaintiff presented evidence that, for example: a manager called her a "dumb n****r" in front of other employees; racist and sexist words or material were displayed around the plant; sexist comments were directed at her; the Confederate flag was depicted on employees' vehicles and clothing; and nooses were displayed on three separate occasions near the workstations of Black employees. The district court granted summary judgment in favor of General Motors, dismissing initially Plaintiff’s hostile work environment and disparate treatment claims and eventually her retaliation claim as well.   The Second Circuit vacated and remanded. The court concluded that the district court erred because a reasonable jury could find that General Motors's decisions to delay Plaintiff’s return to work and to reassign her upon her return are adverse actions that give rise to an inference of discrimination. The court explained that a reasonable jury could also infer discriminatory intent in General Motors's decision to require that Plaintiff obtain psychiatric approval in contravention of company policy and contrary to the approval process Plaintiff had undergone for her prior disability leaves. The district court erred in determining that Plaintiff did not establish an inference of discrimination" when the proper inquiry was, instead, whether there was sufficient evidence for a reasonable jury to infer a discriminatory motive. View "Billie R. Banks v. General Motors, LLC" on Justia Law

A school bus driver filed an action under 42 U.S.C. Section 1983 against two public-sector unions and her employer, the New Hartford Central School District, alleging that their continued deduction of union fees from her paycheck following her resignation from both unions violated her First and Fourteenth Amendment rights under Janus v. Am. Fed’n of State, Cnty., and Mun. Emps., Council 31, 138 S. Ct. 2448 (2018). She appealed the dismissal of her claims, arguing that the district court erred by prematurely dismissing her claims against the unions for, among other things, failing to adequately plead state action.   The Second Circuit affirmed. The court concluded that because Appellant voluntarily became a union member and affirmatively agreed to pay union dues through payroll deductions for a set period, the district court properly dismissed her claims. The court explained that New York’s Taylor Law guarantees public employees the right to choose whether to join the union as members, N.Y. Civ. Serv. Law Section 202 and prohibits any union or public employer from “interfering with, restraining or coercing public employees in the exercise of their rights.” Here,  it is undisputed that Appellant voluntarily joined the Unions and authorized dues deductions from her wages when she signed the Membership Agreement in 2018. View "Wheatley v. New York State United Teachers, et al." on Justia Law

Plaintiff, an adjunct professor of economics at SUNY Albany, alleged that his failure to advance within his department to his colleagues’ unfavorable view of the methodology he employs in his scholarship. Plaintiff filed a lawsuit against Defendants, two of Plaintiff’s colleagues who were involved in the hiring decisions at issue. Plaintiff asserted three causes of action: (1) a claim for damages pursuant to 42 U.S.C. Section 1983 ; (2) a claim pursuant to Section 1983 for injunctive relief against SUNY Albany President in the form of a court order to “prevent ongoing discrimination against Keynesian economists” in violation of the First Amendment; and (3) an age discrimination claim under New York State’s Human Rights Law. The district court granted summary judgment to Defendants   The Second Circuit affirmed. The court explained that while it disagrees with much of the district court’s reasoning, it nonetheless agrees with its ultimate disposition. The court held that Garcetti v. Ceballos, 547 U.S. 410 (2006), does not apply to speech related to academic scholarship or teaching and that Plaintiff’s speech addressed matters of public concern, but that Plaintiff’s First Amendment claim nonetheless fails because under Pickering v. Bd. of Educ., 391 U.S. 563 (1968), a public university’s interest in deciding for itself what skills, expertise, and academic perspectives it wishes to prioritize in its hiring and staffing decisions outweighs Plaintiff's asserted interest in competing for academic positions unencumbered by university decisionmakers’ assessment of his academic speech. View "Heim v. Daniel" on Justia Law

Plaintiff sued her employer, Defendant Montefiore Medical Center, and two of its employees, asserting claims of sexual harassment during and retaliatory discharge from her employment. Following the district court’s grant of partial summary judgment in their favor, Defendants moved to dismiss Plaintiff’s remaining claims and sought sanctions against Plaintiff and her counsel, Appellant Daniel Altaras and his firm, Appellant Derek Smith Law Group, PLLC (“DSLG”), contending that Plaintiff’s text message evidence was a forgery. The district court found by clear and convincing evidence that Plaintiff had fabricated the text messages, falsely testified about their production, and spoliated evidence in an attempt to conceal her wrongdoing. The district court also found that Altaras had facilitated Plaintiff’s misconduct. The district court dismissed Plaintiff’s remaining claims with prejudice and imposed a monetary sanction of attorneys’ fees, costs, and expenses incurred by Defendants. On appeal, Appellants challenged various aspects of the district court’s conduct.   The court vacated the portion of the district court’s judgment imposing a sanction on Altaras and DSLG and remanded for further proceedings consistent. The court affirmed the judgment of the district court in all other respects. The court held that the district court erred by failing to expressly make the finding of bad faith required to support the sanction it imposed against Altaras and DSLG.  The court directed that on remand, the district court may assess in its discretion whether Altaras’s misconduct—including his insistence on defending a complaint founded on obviously fabricated evidence or other actions—amounted to bad faith. View "Rossbach et al. v. Montefiore Medical Center et al." on Justia Law

In this collective action, a group of 2,519 EMTs and paramedics allege that their employer, the City of New York, willfully violated the Fair Labor Standards Act by requiring them to perform work before and after their shifts without paying them for that work unless the plaintiffs specifically requested overtime compensation from the City. The district entered a $17.78 million judgment against the City. The City appealed, raising four arguments: (1) the jury’s liability verdict cannot stand because plaintiffs failed to request overtime pay for the work at issue; (2) the jury’s willfulness finding was not supported by the evidence; (3) due to an erroneous instruction, the jury failed to make a necessary factual finding regarding the calculation of damages; and (4) the district court incorrectly forbade the jury from considering whether one component of the plaintiffs’ post-shift work was de minimis and therefore noncompensable. The City accordingly asked that the court reverse the jury’s verdict or remand for a new trial on damages.   The Second Circuit affirmed. The court explained that here, each factor weighs against deeming plaintiffs’ post-shift work de minimis. First, post-shift work was very easy to record: CityTime already does, recording to the minute each post-shift sliver an EMT or paramedic spends at the station. Second, the court explained that the size of the claim favors plaintiffs. The City focuses exclusively on how much time the claimed work takes per day, but the proper inquiry is the amount of time claimed “in the aggregate.” Finally, plaintiffs’ post-shift work occurred regularly—the tasks had to be performed every day. View "Perry v. City of New York" on Justia Law