Bombardier, Inc. v. United States Department of Labor

145 F. Supp. 3d 21, 2015 U.S. Dist. LEXIS 152856, 2015 WL 7068165
CourtDistrict Court, District of Columbia
DecidedNovember 12, 2015
DocketCivil Action No. 2015-0604
StatusPublished
Cited by3 cases

This text of 145 F. Supp. 3d 21 (Bombardier, Inc. v. United States Department of Labor) is published on Counsel Stack Legal Research, covering District Court, District of Columbia primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Bombardier, Inc. v. United States Department of Labor, 145 F. Supp. 3d 21, 2015 U.S. Dist. LEXIS 152856, 2015 WL 7068165 (D.D.C. 2015).

Opinion

MEMORANDUM OPINION

Granting Defendants’ Motion To Dismiss and Denying as Moot Plaintiff’s Motion . for Preliminary Injunction

RUDOLPH CONTRERAS, United States District Judge

I. INTRODUCTION

Plaintiff Bombardier, Inc., is a Canadian company currently embroiled in Department of Labor administrative proceedings. Bombardier’s former' employee initiated proceedings in the Department of Labor by charging the company with discriminatory discharge in violation of the whistleblower protection provisions of the Wendell H. Ford Aviation Investment and Reform Act for the 21st Century (AIR21), 49 U.S.C. § 42121. While proceedings in the Department were still pending, Bombardier-filed suit in this Court to enjoin the- Department from continuing its administrative adjudication. Seeking both declaratory and injunctive relief, Bombardier claimed that' the Department acted ultra vires by exercising jurisdiction over *25 Bombardier and thus giving impermissible extraterritorial application to AIR21.

The Department moved to dismiss Bombardier’s complaint, whereas Bombardier moved for a preliminary injunction. The Department argues that Bombardier failed to exhaust administrative remedies and therefore must complete AIR21 administrative procedures before obtaining judicial review. Bombardier contends that its suit is proper — and an injunction against the Department is necessary — because the Department’s jurisdiction over Bombardier is ripe for review under the Administrative Procedure Act. The Department’s reasoning has merit, whereas Bombardier’s does not. Accordingly, the Court will grant the Department’s motion to .dismiss the complaint and deny as moot Bombardier’s motion for a preliminary injunction.

II. AIR21 ADMINISTRATIVE PROCEDURES

This ease challenges administrative proceedings under the whistleblower protection provisions of the Wendell H. Ford Aviation Investment and Reform Act for the 21st Century (AIB21), 49 U.S.C. § 42121. 1 It is useful at the outset to review the statutes and regulations authorizing those proceedings.

A. AIR21’s Whistleblower Protections 49 U.S.C. § 42121 creates a detailed administrative regime to protect whistleblow-ers who inform their employers or the federal government about violations of federal laws relating to air carrier safety. It declares that

[n]o air carrier or contractor or subcontractor of an air carrier may discharge an employee or otherwise discriminate against an employee ..'. because the employee ... provided ... to the employer or Federal Government information relating to any violation or alleged violation of any order, regulation, or standard of the Federal Aviation Administration or any other provision of Federal law relating to • air carrier safety. ••.

49 U.S.C. § 42121(a). An “air carrier” is “a citizen of the United States undertaking ... to provide air transportation.” Id. § 40102(a)(2). Air carriers may be individual citizens of the United States, a partnership of citizens of the United States, or corporations or associations organized under the laws of the United States or any of the states. Id. § 40102(a)(15) (defining “citizen of the United States”). A “contractor” is “a company that performs safety-sensitive functions by contract for an air carrier.” Id. § 42121(e).

B. Administrative Proceedings in the Department of Labor

1. Complaint

When someone believes that he or she has been discharged or otherwise discriminated against in violation of § 42121(a), the person has ninety days from the date of discharge or discrimination to file a complaint with the Secretary of Labor. Id. § 42121(b)(1); 29 C.F.R. § 1979.103(d). Department of Labor regulations oblige the complainant to file the complaint with the Occupational Safety and Health Administration (OSHA) of the United States Department of Labor. 29 C.F.R. § 1979.103(c).

2. OSHA Dismissal, or OSHA Investigation and Findings

OSHA then has sixty days to investigate whether reasonable cause exists to believe discrimination occurred. 49 U.S.C. § 42121(b)(2)(A); 29 C.F.R. §§ 1979.104-1979.105. But if the complainant fails to *26 make a prima facie showing that protected whistleblower behavior was a factor contributing to the employer’s discriminatory action — or, if the employer shows, by clear and convincing evidence, that it would have acted the same in the absence of the complainant’s whistleblower behavior — then no investigation is required, and the complaint will be dismissed. 49 U.S.C. § 42121(b)(2)(B); 29 C.F.R. § 1979.104(b)-(d).

When an investigation is warranted, OSHA must conclude the investigation and release written findings within the sixty-day period prescribed by statute. 49 U.S.C. § 42121(b)(2)(A); 29 C.F.R. § 1979.105(a). If OSHA concludes that reasonable cause exists to believe discrimination occurred, it must accompany its findings with a preliminary order providing relief to the complainant. 49 U.S.C. § 42121(b)(2)(B); 29 C.F.R. § 1979.105(a)(1).

3.Objections and Request for Hearing

If any party desires review, “including judicial review,” of OSHA’s findings (or of OSHA’s dismissal of the complaint), that party must file objections and request a hearing on the record within thirty days after receiving the findings (or the dismissal). 29 C.F.R. § 1979.106(a); accord 49 U.S.C. § 42121(b)(2)(A). In cases where OSHA issued a preliminary order, the order becomes “a final order that is not subject to judicial review” if no party timely files objections and requests a hearing.

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Cite This Page — Counsel Stack

Bluebook (online)
145 F. Supp. 3d 21, 2015 U.S. Dist. LEXIS 152856, 2015 WL 7068165, Counsel Stack Legal Research, https://law.counselstack.com/opinion/bombardier-inc-v-united-states-department-of-labor-dcd-2015.