ALIANO v. TOWNSHIP OF MAPLEWOOD

CourtDistrict Court, D. New Jersey
DecidedJuly 7, 2023
Docket2:22-cv-05598
StatusUnknown

This text of ALIANO v. TOWNSHIP OF MAPLEWOOD (ALIANO v. TOWNSHIP OF MAPLEWOOD) is published on Counsel Stack Legal Research, covering District Court, D. New Jersey primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
ALIANO v. TOWNSHIP OF MAPLEWOOD, (D.N.J. 2023).

Opinion

Not for Publication

UNITED STATES DISTRICT COURT FOR THE DISTRICT OF NEW JERSEY

SALVATORE ALIANO, et al.,

Plaintiffs, Civil Action No.: 22-cv-5598 (ES) (AME)

v. OPINION

TOWNSHIP OF MAPLEWOOD and JERRY GIAIMIS,

Defendants.

SALAS, DISTRICT JUDGE

Plaintiffs Salvatore Aliano; Christopher Beischer, III; Diana Gil; Joseph Giorgio; William Isetts, IV; Bruno Marto; and Chian Weekes-Rivera (together, “Plaintiffs”) initiated this action against Defendants the Township of Maplewood (“Maplewood”), and the Township Administrator for Maplewood, Jerry Giaimis (“Defendant Giaimis”), bringing claims for religious discrimination in violation of the New Jersey Law Against Discrimination (“NJLAD”) and Title VII of the Civil Rights Act (“Title VII”). (D.E. No. 1 (“Complaint” or “Compl.”)). Before the Court is Defendants’ motion to dismiss for failure to state a claim upon which relief may be granted pursuant to Federal Rule of Civil Procedure (“Rule”) 12(b)(6). (D.E. No. 3 (“Motion”)). The motion is fully briefed. (D.E. No. 3-4 (“Mov. Br.”); D.E. No. 5 (“Opp. Br.”); D.E. No. 6 (“Reply”)). For the following reasons, Defendants’ motion is GRANTED-in-part and DENIED-in-part. I. BACKGROUND A. Factual Background Plaintiffs are fire fighters and police officers employed by Maplewood. (Compl. ¶ 2). Around August 2021, Maplewood established a COVID-19 policy requiring all employees to be

vaccinated or otherwise subject to regular testing. (Id. ¶ 73; Opp. Br. at 2). On October 19, 2021, the policy was amended to mandate vaccination. (Compl. ¶ 74; D.E. No. 3-3 (“Giaimis Cert.”) Ex. A at 5–6).1 The amended policy provided for exemptions and reasonable accommodations for employees whose religious beliefs precluded vaccination, so long as the accommodations did not present an “undue hardship” to Maplewood or threaten public health and safety. (Compl. ¶ 75). The policy also included an exemption request form and explained that the information provided on the form would be used for an “interactive process” to determine an individual’s eligibility for an exemption and to craft appropriate accommodations, if possible. (Id.). In late October and early November 2021, Plaintiffs each sought a religious exemption from Maplewood’s mandatory vaccination policy, claiming that receiving the COVID-19 vaccine

would violate their religious beliefs. (Id. ¶¶ 76–83, 87–90, & 93–94; Giaimis Cert. Exs. B, D, F, H, J, L & N). Shortly thereafter, Defendant Giaimis, acting on behalf of Maplewood,2 issued letters denying Plaintiffs’ exemption requests, citing the “undue hardship” to Maplewood and the threat to public health that would result should Plaintiffs be allowed to forego vaccination. (Compl. ¶¶ 76–83, 87–90, & 93–94; Giaimis Cert. Exs. C, E, G, I, K & M). The letters denying Plaintiffs’ requests provided that “we are prepared to offer you a leave of absence through

1 Page citations to Docket Entry number 3-3 refer to the pagination automatically generated by the Court’s electronic filing system. 2 The Complaint appears to bring claims against Defendant Giaimis in his official capacity as the Township Administrator for Maplewood. (Compl. ¶ 44). December 31, 2021, at which point we can re-evaluate your request.” (See Giaimis Cert. Exs. C, E, G, I, K & M). Nonetheless, Plaintiffs allege that Defendants provided accommodations for two employees who sought medical exemptions from the Maplewood policy. (Compl. ¶ 32). According to the Complaint, as per the letters denying their requests, Plaintiffs were placed on unpaid leaves of absence pending their vaccination. (See e.g., id. ¶ 238).3 Plaintiffs Giorgio

and Weekes-Rivera were told they could not return to work until they relinquished their civil rights claims. (Id. ¶¶ 20, 84 & 240). The Complaint alleges that on December 29, 2021, two days before his leave of absence was set to expire, Plaintiff Giorgio received a second letter from Defendants indicating that upon reconsideration, his exemption request would remain denied, as it still created an undue hardship for Maplewood. (Id. ¶ 85). He was given two days to get vaccinated or face termination. (Id.). According to the Complaint, rather than face termination, Plaintiffs all received the vaccination. (Id. ¶ 15).4 Nonetheless, Plaintiff Weekes-Rivera “was singled out when she reported for duty” even after receiving the COVID-19 vaccine, and “was told to hand in her badge and service firearm and literally marched out of the police station.” (Id. ¶16).

B. Procedural History On June 20, 2022, the United States Equal Employment Opportunity Commission issued each Plaintiff a Notice of Right to Sue. (Compl. ¶¶ 59–64 & 66). On September 16, 2022,

3 The Complaint specifically alleges only that Plaintiffs Giorgio and Weekes-Rivera were placed on unpaid leave. (Id. ¶ 84). 4 In moving to dismiss, Defendants argue that Plaintiffs were never terminated. (Mov. Br. at 1). The Complaint is ambiguous on this issue—it both alleges that Plaintiffs received the vaccination so as not to be terminated (Compl. ¶ 15), that Plaintiffs were terminated (id. ¶ 218), and that, apart from Plaintiff Weekes-Rivera, Plaintiffs were allowed to return to work (id. ¶ 15). It is therefore unclear from the Complaint whether Plaintiffs were in fact terminated. And it is unclear from the Complaint whether Plaintiff Weekes-Rivera has come off unpaid leave (id. ¶ 95), though in Plaintiffs’ opposition brief they indicate that “still to this day even after receiving the COVID-19 vaccination Plaintiff Weekes-Rivera remains on unpaid leave.” (Opp. Br. at 14). However, the Court need not reach the issue because whether Plaintiffs were terminated or remain on unpaid leave is not at-issue in the present Motion. Plaintiffs initiated this action, bringing counts against all Defendants for (i) religious discrimination in violation of NJLAD; (ii) failure to accommodate in violation of NJLAD; (iii) religious discrimination in violation of Title VII; (iv) failure to accommodate in violation of Title VII; (v) retaliation in violation of NJLAD and Title VII; and (vi) for a declaratory judgment that

Defendants violated NJLAD and Title VII and an injunction ordering Defendants to comply therewith. (Compl. ¶¶ 213–20, 231, 239, 252, 255 & 260). Specifically, Plaintiffs contend Defendants subjected them to discriminatory treatment on the basis of their religious beliefs by accommodating employees seeking medical exemptions but refusing to make similar accommodations for Plaintiffs’ religious exemption requests. (Id. ¶¶ 21–26). And Plaintiffs allege that Defendants wrongfully refused to engage in the “interactive process” stipulated in Maplewood’s amended policy and allegedly required under Title VII and NJLAD, and “illegally coerced” Plaintiffs to betray their religious beliefs and receive the COVID-19 vaccination. (Id. ¶ 9–11). Defendants move to dismiss the Complaint, arguing that Plaintiffs have failed to

sufficiently plead a “sincerely held religious belief,” which Defendants argue is a necessary element for each of Plaintiffs’ causes of action under Title VII and NJLAD. (Mov. Br. at 3). Plaintiffs oppose, asserting that they have stated cognizable religious objections to the COVID-19 vaccine to state a claim under both Title VII and NJLAD. (Opp. Br. at 14–15). Defendants replied. (See generally Reply). The Court is now prepared to rule. II. LEGAL STANDARD Under Rule 12(b)(6), a complaint may be dismissed, in whole or in part, for failure to state a claim upon which relief can be granted. Fed. R. Civ. P. 12(b)(6).

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ALIANO v. TOWNSHIP OF MAPLEWOOD, Counsel Stack Legal Research, https://law.counselstack.com/opinion/aliano-v-township-of-maplewood-njd-2023.