Aroostook Band of Micmacs v. Ryan

404 F.3d 48, 2005 U.S. App. LEXIS 6086, 86 Empl. Prac. Dec. (CCH) 41,918, 95 Fair Empl. Prac. Cas. (BNA) 976, 2005 WL 845191
CourtCourt of Appeals for the First Circuit
DecidedApril 13, 2005
Docket04-1517
StatusPublished
Cited by20 cases

This text of 404 F.3d 48 (Aroostook Band of Micmacs v. Ryan) is published on Counsel Stack Legal Research, covering Court of Appeals for the First Circuit primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Aroostook Band of Micmacs v. Ryan, 404 F.3d 48, 2005 U.S. App. LEXIS 6086, 86 Empl. Prac. Dec. (CCH) 41,918, 95 Fair Empl. Prac. Cas. (BNA) 976, 2005 WL 845191 (1st Cir. 2005).

Opinion

LIPEZ, Circuit Judge.

This case requires us to decide whether a federal court has jurisdiction to hear an Indian tribe’s suit to stop a state agency from investigating tribal employees’ complaints of workplace discrimination. The Maine Human Rights Commission has investigated complaints by three former employees of the Aroostook Band of Micmacs, and asserts that it has the authority to investigate any future complaints, pursuant to Maine antidiscrimination law. The Band filed this action for injunctive and declaratory relief against the Commission’s investigations, arguing that such investigations impermissibly encroach upon the Band’s inherent tribal sovereignty, congressionally-affirmed right to self-governance without state interference, and sovereign immunity from judicial or quasi-judicial proceedings. The district court concluded that the Band’s complaint did not invoke a right to relief under federal law, but rather invoked affirmative federal defenses to state law actions, and therefore did not satisfy the well-pleaded complaint rule. Consequently, the court dismissed the action for lack of subject matter jurisdiction. We reverse.

I.

The Aroostook Band of Micmacs is a federally recognized Indian tribe. Over a four month span in 2001, the Band fired three tribal employees: Chief Financial Officer Lisa Gardiner, Compliance Officer Tammy Condon, and Housing Director Beverly Ayoob. Pursuant to internal tribal procedure, Gardiner and Condon appealed the Band’s termination decisions to the Band’s Tribal Council, claiming that they were terminated in retaliation for protected activities; the Tribal Council affirmed their terminations. Ayoob, who had filed a sexual harassment charge with the Tribal Council before being terminated, did not challenge her termination. 1

The three ex-employees turned to the Maine Human Rights Commission, a state agency charged with “investigating all forms of invidious discrimination.” Me. *51 Rev.Stat. Ann. tit. 5, § 4566. Upon receipt of a private complaint of discrimination, the Commission conducts a preliminary investigation to “determine whether there are reasonable grounds to believe that unlawful discrimination has occurred.” Id. § 4612(1)(B). The target of the investigation must cooperate:

[T]he commission ... shall have access at all reasonable times to premises, records, documents, individuals and other evidence or possible sources of evidence and may examine, record and copy those materials and take and record the testimony or statements of such persons as are reasonably necessary for the furtherance of the investigation. The commission may issue subpoenas to compel access to or production of those materials or the appearance of those persons, ... and may serve interrogatories on a respondent to the same extent as interrogatories served in aid of a civil action in the Superior Court.

Id. If the Commission determines that there are “reasonable grounds to believe that unlawful discrimination has occurred,” it first attempts to broker a conciliation. Id. § 4612(3). If conciliation fails, the Commission may “file in the Superior Court a civil action seeking such relief as is appropriate, including temporary restraining orders.” Id. § 4612(4). Whether or not it does so, “[t]he complaint and evidence collected during the investigation of the complaint ... shall become a matter of public record at the conclusion of the investigation .... [and] may be used as evidence in any subsequent proceeding, civil or criminal.” Id. § 4612(1)(B). If the Commission does not itself file a civil action — and it usually does not — the complainant may file an action herself. Id. § 4621. 2

In the fall of 2001, Gardiner and Condon filed complaints with the Commission alleging employment discrimination on the basis of race, color, and national origin, as well as retaliation, under the Maine Human Rights Act (MHRA), Me.Rev.Stat. Ann. tit. 5, §§ 4551-4634, and the Maine Whistleblowers’ Protection Act (MWPA), Me.Rev.Stat. Ann. tit. 26, §§ 831-840. In the summer and fall of 2002, Ayoob filed two complaints alleging employment discrimination and retaliation under the MHRA and MWPA. In each case, shortly after receiving the individual’s complaint, the Commission filed charges on the complainant’s behalf with the United States Equal Employment Opportunity Commission (EEOC) under Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e-5.

The Band asked the Commission to dismiss all four complaints on the grounds that it lacked jurisdiction over the Band. The Commission refused, concluding that it had jurisdiction because the Band is subject to the MHRA, the MWPA, and, for Gardiner and Condon’s complaints, Title VII. It investigated the complaints, and on at least two occasions issued document requests to the Band seeking a variety of tribal personnel documents. The Band complied with those requests.

In January 2003, the Commission’s investigator issued a report suggesting that there were no reasonable grounds to believe that the Band had discriminated or retaliated against Gardiner or Condon. Before the full Commission could rule on the report, the Band filed a complaint in *52 the United States District Court for the District of Maine against the executive director and members of the Commission (collectively, “Maine”), and the three individual complainants, seeking declaratory and injunctive relief directing the Commission to (1) dismiss the complaints on the ground that the Band is not subject to the MHRA or MWPA, and (2) stop filing complaints against the Band with the EEOC. The complaint, as amended, pled five claims: that the enforcement of the MHRA and MWPA against the Band violates its inherent tribal sovereignty and statutorily codified right to self-governance (Count I); that the enforcement of these state laws against the Band violates its tribal sovereign immunity (Count II); 3 that the Band is exempt from Title VII (Count III); that the Band’s exemption from Title VII preempts state antidiscrimi-nation law, and so, regardless of what the MHRA and MWPA say, the Band is not subject to them (Count IV); and that, even under the MHRA and MWPA’s own terms, the Band is not an “employer” (Count V).

Shortly after the complaint was filed, the Commission determined that, contrary to its investigator’s initial report, there were reasonable grounds to believe that Gardiner and Condon had been retaliated against based on protected conduct. Meanwhile, Gardiner and Condon filed suit against the Band in Aroostook County Superior Court. 4 That court stayed the action pending the outcome of the federal litigation. 5

In federal court, the parties consented to adjudication by a United States Magistrate Judge, and cross-moved for summary judgment.

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Bluebook (online)
404 F.3d 48, 2005 U.S. App. LEXIS 6086, 86 Empl. Prac. Dec. (CCH) 41,918, 95 Fair Empl. Prac. Cas. (BNA) 976, 2005 WL 845191, Counsel Stack Legal Research, https://law.counselstack.com/opinion/aroostook-band-of-micmacs-v-ryan-ca1-2005.