Drake v. Laboratory Corp. of America Holdings

290 F. Supp. 2d 352, 2003 U.S. Dist. LEXIS 20642, 2003 WL 22707072
CourtDistrict Court, E.D. New York
DecidedNovember 18, 2003
Docket1:02-mj-01924
StatusPublished
Cited by17 cases

This text of 290 F. Supp. 2d 352 (Drake v. Laboratory Corp. of America Holdings) is published on Counsel Stack Legal Research, covering District Court, E.D. New York primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Drake v. Laboratory Corp. of America Holdings, 290 F. Supp. 2d 352, 2003 U.S. Dist. LEXIS 20642, 2003 WL 22707072 (E.D.N.Y. 2003).

Opinion

MEMORANDUM AND ORDER

BLOCK, District Judge.

Seeking compensatory and punitive damages, plaintiff Richard W. Drake (“Drake”) brings this action pursuant to 42 U.S.C. § 1983 based on alleged violations of his Fourth and Fourteenth Amendment rights. He also asserts several state common law tort claims. Pursuant to Federal Rule of Civil Procedure 12(b)(6), defendants separately move to dismiss the federal claims for failure to state a claim, and jointly move to dismiss the state common law claims on the ground of federal preemption. In addition, defendants Northwest Toxicology, Inc. (“Northwest”) and David J. Kuntz (“Kuntz”) move, in the alternative, for summary judgment. For the following reasons, the federal, but not the state, claims are dismissed.

PRIOR RELATED LITIGATION

In 1993, Drake was terminated from his employment as a flight attendant by his employer Delta Airlines (“Delta”) because he purportedly failed a random drug test required by the Federal Omnibus Transportation Employee Testing Act (“OTE- *354 TA”). 1 The present case marks his fourth litigation effort at vindication. The first was against Delta. One aspect of that lawsuit is still pending — the viability of the random selection process; all other claims have been rejected. The next two cases entailed a host of unsuccessful legal challenges against the FAA. In the current lawsuit, Drake sues those entities and individuals whom he claims were responsible for furnishing false drug information to Delta, which served as the basis for his termination.

In his first lawsuit, this Court construed Drake’s pro se complaint as alleging a private light of action against Delta for violating FAA drug testing regulations, and a claim for the violation of his Fourth Amendment rights in the testing of his urine sample for adulterants. See Drake v. Delta Airlines, Inc., 923 F.Supp. 387 (E.D.N.Y.1996). The Court dismissed the complaint in response to Delta’s Rule 12(b)(6) motion. It held that Congress did not authorize a private right of action against an airline for violating FAA drug testing regulations. As for the Fourth Amendment, the Court determined that Delta must be viewed as acting as an agent for the government — even though a search for adulterants, unlike drugs, was permissive under the regulatory scheme, rather than statutorily mandated' — but that the search was not unreasonable. In this latter regard, Drake’s urine sample was initially found unsuitable for testing, but was sent to a second laboratory to determine whether it contained adulterants. According to Delta, this second test tested positive for adulterants, and was the reason for his termination. Although Drake did not refute this finding at a termination hearing, he claimed that his Fourth Amendment rights were violated because Delta failed to give him access to records pertaining to his drug test and secure his urine sample.

Applying Fourth Amendment jurisprudence, requiring the balancing of an intrusion on an individual’s Fourth Amendment interests against the promotion of a legitimate governmental interest, the Court reasoned that “[t]o the extent Drake retained any privacy interest in his urine sample after it had been tested the first time, that interest was minimal” since “[t]here was no further physical invasion necessitated by testing his urine for adulterants or any involvement of Drake.” Drake v. Delta, 923 F.Supp. at 396. After commenting that “[s]o long as the actions of [employers in the transportation industry] are reasonable, the protections afforded individuals under the Fourth Amendment will not be violated,” the Court concluded “that Delta’s permissive search for adulterants, which plausibly and logically flowed from the mandatory drug test, was reasonable as a matter of law.” Id. at 397.

Although the Court dismissed the complaint, it sua sponte granted leave to amend since, liberally construed, Drake’s allegations suggested the possibility of other claims. As the Court stated: “It is premature, based on the limited allegations presently before the Court, to determine whether or not Drake can allege a *355 claim for wrongful termination ... or for violation of his due process rights.” Id. Drake availed himself of this opportunity. In his second pleading, still acting pro se, he based a wrongful termination claim on allegations that Delta’s real motive in firing him was because of his union activity, and predicated a due process claim on his contention, once again, that Delta had violated FAA drug testing regulations; in addition, he claimed that he was not afforded a proper termination hearing. The Court rejected both claims. See Drake v. Delta Air Lines, Inc., 1997 WL 397498 (E.D.N.Y. Jul.10, 1997).

In regard to the wrongful termination claim, the Court found Drake’s allegations of union bias to be conclusory; moreover, Drake was an at-will employee and Delta was not a state actor with respect to the employment action since “the decision to terminate an employee on the basis of a federally-mandated drug test is not one compelled by federal law and does not transform a private employer into a government agent.” Drake v. Delta, 1997 WL 397498 at *4. As for the due process claim, the Court held that to the extent it was based upon Delta’s failure to comply with FAA regulations, it must fail “because, as the Court made clear in its prior opinion, ‘Drake has no legally cognizable claim against Delta for its alleged violations of FAA’s drug testing regulations.’ ” Id. (quoting Drake v. Delta, 923 F.Supp. at 393). Finally, the Court rejected that branch of Drake’s due process claim regarding the termination hearing, holding that “although Fourth Amendment protections attached to Delta’s drug testing because it was acting as a government agent for that limited purpose, Delta did not act as a government agent in its subsequent decision to terminate Drake’s employment.” Id.

On appeal, the Circuit Court affirmed, “substantially for the reasons stated in [the district court’s] opinions,” the dismissal of “(i) Drake’s claims based on Delta’s alleged violations of drug testing regulations, because there is no implied private right of action for employees under those regulations; and (ii) Drake’s statutory, common law, and constitutional claims based on Delta’s allegedly wrongful termination of his employment because, inter alia, Drake was an at-will employee and Delta was not a state actor with respect to the employment action.” Drake v. Delta Air Lines, Inc., 147 F.3d 169, 170-71 (2d Cir.1998) (internal citation omitted). However, as to the Fourth Amendment claim, it remanded because Drake’s first complaint “can be construed to allege that Delta’s collection and first test of his urine sample were not administered within the parameters of its systematic testing program, and the record is silent (as is Delta) as to any basis, arising prior to the test’s administration, for a reasonable suspicion that Drake was using drugs.” Id. at 172.

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Bluebook (online)
290 F. Supp. 2d 352, 2003 U.S. Dist. LEXIS 20642, 2003 WL 22707072, Counsel Stack Legal Research, https://law.counselstack.com/opinion/drake-v-laboratory-corp-of-america-holdings-nyed-2003.