Chin v. MTL LLC

CourtDistrict Court, N.D. New York
DecidedJuly 14, 2020
Docket6:18-cv-01340
StatusUnknown

This text of Chin v. MTL LLC (Chin v. MTL LLC) is published on Counsel Stack Legal Research, covering District Court, N.D. New York primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Chin v. MTL LLC, (N.D.N.Y. 2020).

Opinion

UNITED STATES DISTRICT COURT NORTHERN DISTRICT OF NEW YORK ________________________________________ MICHELLE CHIN, Plaintiff, v. No. 6:18-cv-1340 (TJM/TWD) MTL LLC, d/b/a Hampton Inn, Defendant. _________________________________________ THOMAS J. McAVOY, Senior United States District Judge DECISION & ORDER Before the Court is Defendant’s motion to dismiss Plaintiff’s Amended Complaint. See dkt. # 21. The parties have briefed the issues, and the Court has determined to decide the matter without oral argument. I. Background This case involves Plaintiff’s employment at a Hampton Inn in Oneonta, New York

owned by Defendant MTL LLC. See Amended Complaint (“Amend. Cmplt.”), dkt. # 7. Plaintiff alleges that she suffered sexual harassment from a hostile work environment while in Defendant’s employ. Id. She also alleges that Defendant retaliated against her for reporting that harassment, and that Defendant constructively discharged her. Id. Plaintiff’s Complaint alleges that she received a Right-to-Sue letter from the United States Equal Employment Opportunity Commission (“EEOC”) on August 16, 2018. 1 Plaintiff initially filed her pro se Complaint on November 15, 2018. See dkt.#1. She brought that Complaint pursuant to Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e. Id. at 4. She alleged discrimination on the basis of her sex. Id. at 76. She also alleged “retaliation, constructive termination, hostile work environment, and sexual harassment. Id. at 7. As Defendants to that Complaint, Plaintiff named several individuals who worked at the hotel, including a “houseman,” the general manager, a maintenance manager, and the president of a management company. Id. at 73. Plaintiff also admitted that she received her right-to-sue letter from the EEOC on August 16, 2018. Along with her Complaint, Plaintiff filed a motion to proceed in forma pauperis. See dkt. # 2. Magistrate Judge Therese Wiley Dancks then gave the Complaint an initial screening pursuant to 28 U.S.C. § 1915(a)(1). See dkt. #4. Magistrate Judge Dancks granted the Plaintiff's motion to proceed in forma pauperis but concluded that the Complaint should be dismissed against the named defendants since they could not be liable under Title VII. Id. at 6. She recommended, however, that Plaintiff be permitted to file an amended complaint that named the Hampton Inn as the defendant. Id. The Court accepted and adopted the Report-Recommendation, and Plaintiff filed an Amended Complaint that named MTL LLC, doing business as Hampton Inn, as Defendant. See dkt. #7. The Magistrate Judge reviewed the Amended Complaint and determined that the Marshall’s should serve the Defendant. See dkt.#9. After Plaintiff served Defendant with the Amended Complaint, Defendant filed the instant motion to dismiss. The parties have briefed the issues, bringing the case to its present posture. Il. LEGAL STANDARD

Defendant moves to dismiss Plaintiff’s Complaint pursuant to Federal Rule of Civil Procedure 12(b)(6). Defendant argues that Plaintiff has not stated a claim upon which relief could be granted, even if all factual allegations in the complaint were proved true. In addressing such motions, the Court must accept “all factual allegations in the complaint as true, and draw[] all reasonable inferences in the plaintiff’s favor.” Holmes v. Grubman, 568

F.3d 329, 335 (2d Cir. 2009). This tenet does not apply to legal conclusions. Ashcroft v. Iqbal, 556 U.S. 662, 678 (2009). “Threadbare recitals of the elements of a cause of action, supported by mere conclusory statements, do not suffice.” Id. at 678. “To survive a motion to dismiss, a complaint must contain sufficient factual matter, accepted as true, to state a claim to relief that is plausible on its face.” Id. (quoting Bell Atl. v. Twombly, 550 U.S. 544, 570 (2007)). III. ANALYSIS Defendant raises two grounds for dismissing the Complaint. The Court will address each, as appropriate.

A. Timeliness Defendant first argues that Plaintiff failed to file her Complaint within ninety days of receiving a right-to-sue letter from the EEOC, and is therefore precluded from bringing suit in this Court. Title VII requires a party who “claim[s] unfair treatment as a result of prejudice based on race, color, religion, sex, or national origin” to “initiate a Title VII court action within 90 days of the notification by the” EEOC “that it is unable or unwilling to settle the dispute between employee and employer.” Johnson v. AI Tech Specialities Steel Corp., 731 F.2d

3 143, 144 (2d Cir. 1984) (citing 42 U.S.C. § 2000e-5(f)). “While the 90-day rule is not a jurisdictional predicate, ‘in the absence of a recognized equitable consideration, the court cannot extend the limitations period by even one day.” Id. at 146 (quoting Rice v. New England College, 676 F.2d 9, 11 (1° Cir. 1982)). “Equitable tolling is generally considered appropriate ‘where the plaintiff actively pursued judicial remedies but filed a defective pleading during the specified time period,’; where plaintiff was unaware of his or her cause of action due to misleading conduct of the defendant; or where a plaintiff's medical condition or mental impairment prevented her from proceeding in a timely fashion.” Zerilli-Edelglass v. New York City Transit Auth., 333 F.3d 73, 80 (2d Cir. 2003) (quoting Brown v. Parkchester S. Condos, 287 F.3d 58, 60 (2d Cir. 2002) (other internal citations omitted)). A court evaluating whether equitable tolling applies “must consider whether the person seeking application of the equitable tolling doctrine (1) has ‘acted with reasonable diligence during the time period she seeks to have tolled,’ and (2) has proved that the circumstances are so extraordinary that the doctrine should apply.” Id. at 80-81 (quoting Chapman v. ChoiceCare Long Island Term Disability Plan, 288 F.3d 506, 512 (2d Cir. 2002)). Such “extraordinary circumstances” must “[cause]” the plaintiff “to miss the original filing deadline.” Harper v. Ecole, 648 F.3d 132, 137 (2d Cir. 2011). Plaintiff contends that she contacted the District Court Clerk’s Office in this court “several time[s]” after receiving the right to sue letter from the EEOC. See dkt. # 24. Speaking with the Clerk, Plaintiff ascertained the date on which the filing was due. She also writes that “[iJt was also my understanding from the clerk that my complaint would be accepted so long as the envelope which it was mailed in was postmarked by the deadline. | followed this directive and made sure it was postmarked.” Id. Courts have determined that

the second part of the equitable tolling test–that the circumstances are so extraordinary as to invoke the doctrine–applies “‘only where the circumstances that caused the litigant’s delay are both extraordinary and beyond its control.’” Ziyan Shi v. New York Dep’t of State, Div. of Licensing Servs., 393 F.Supp.3d 329, 342 (S.D.N.Y. 2019) (quoting Menominee Indian Tribe of Wisconsin v. United States, 136 S.Ct.

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Related

Holmes v. Grubman
568 F.3d 329 (Second Circuit, 2009)
Bell Atlantic Corp. v. Twombly
550 U.S. 544 (Supreme Court, 2007)
Ashcroft v. Iqbal
556 U.S. 662 (Supreme Court, 2009)
KRUPSKI v. COSTA CROCIERE S. P. A
560 U.S. 538 (Supreme Court, 2010)
Harper v. Ercole
648 F.3d 132 (Second Circuit, 2011)
Joel Brown v. Parkchester South Condominiums
287 F.3d 58 (Second Circuit, 2002)
Ronald Love v. Fredrick Menifee
333 F.3d 69 (Second Circuit, 2003)
Hogan v. Fischer
738 F.3d 509 (Second Circuit, 2013)
Menominee Indian Tribe of Wis. v. United States
577 U.S. 250 (Supreme Court, 2016)
Barrow v. Wethersfield Police Dept.
66 F.3d 466 (Second Circuit, 1995)

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Bluebook (online)
Chin v. MTL LLC, Counsel Stack Legal Research, https://law.counselstack.com/opinion/chin-v-mtl-llc-nynd-2020.