Equal Employment Opportunity Commission v. St. Francis Xavier Parochial School

77 F. Supp. 2d 71, 1999 U.S. Dist. LEXIS 19115
CourtDistrict Court, District of Columbia
DecidedOctober 28, 1999
DocketCIV. A. 94-314 SSH
StatusPublished
Cited by20 cases

This text of 77 F. Supp. 2d 71 (Equal Employment Opportunity Commission v. St. Francis Xavier Parochial School) 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
Equal Employment Opportunity Commission v. St. Francis Xavier Parochial School, 77 F. Supp. 2d 71, 1999 U.S. Dist. LEXIS 19115 (D.D.C. 1999).

Opinion

OPINION

STANLEY S. HARRIS, District Judge.

Before the Court are plaintiffs motion for partial summary judgment and defendants’ motion for summary judgment, the parties’ respective oppositions and replies thereto, and the parties’ supplemental memoranda on defendants’ legal status. Upon consideration of the entire record, the Court grants defendants’ motion. “Findings of fact and conclusions of law are unnecessary on decisions of motions under Rule 12 or 56 .... ” Fed.R.Civ.P. 52(a); Summers v. Department of Justice, 140 F.3d 1077, 1079-80 (D.C.Cir.1998). Nevertheless, the Court sets forth its reasoning.

BACKGROUND

This case was brought by the Equal Employment Opportunity Commission (“EEOC”) in 1994 against the St. Francis Xavier Parochial School (the “School”) and the St. Francis Xavier Church (the “Church”). As explained more fully below, the School, the Church, and the St. Francis Xavier Child Development Center (the “Child Development Center”) are part of the St. Francis Xavier Parish (the “Parish”), which itself is part of the Archdiocese of Washington (the “Archdiocese”). In its complaint, the EEOC alleges that the School and the Church violated the Americans with Disabilities Act (“ADA”), 42 U.S.C. §§ 12101-12213, by refusing to interview Roberta Stein for a Music Teacher position at the School in 1992. Stein has multiple sclerosis and uses a wheelchair. The EEOC further claims that defendants failed to hire Stein because of her disability.

On June 4, 1996, the Court dismissed plaintiffs claims for lack of subject matter jurisdiction. The Court of Appeals reversed, holding that whether defendants had enough employees to be covered by the ADA as an “employer” was not a jurisdictional question. EEOC v. St. Francis Xavier Parochial School, 117 F.3d 621, *73 623-24 (D.C.Cir.1997). With respect to the scope of remand, the Court of Appeals noted that, because it was unclear whether the School, the Church, and the Child Development Center are “distinct legal entities capable of being sued in their own names,” the record should be further developed on this issue before the Court could decide whether to aggregate the employees of these entities in order to determine the number of employees defendants actually had. Id. at 625-26.

After engaging in additional discovery, the parties filed dispositive motions on the issue of whether defendants meet the definition of an employer under the ADA. On August 5, 1998, the Court granted defendants’ motion on the ground that plaintiff had not presented sufficient evidence to establish that, even were the three St. Francis entities to be aggregated, defendants employed “25 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding year.” 1 See 42 U.S.C. § 12111(5)(A). Plaintiff filed a motion for reconsideration of that decision. On September 14, 1998, the Court granted plaintiffs motion for reconsideration, concluding that it had erred in its initial interpretation of the ADA'a 25-employee requirement and in its previous determination that plaintiffs evidence on that requirement was insufficient. EEOC v. St. Francis Xavier Parochial School, 20 F.Supp.2d 66, 68 (D.D.C.1998). Concluding that plaintiffs evidence was sufficient to survive a motion for summary judgment, the Court renewed its consideration of whether defendants were a covered employer under the ADA. Spe-eifically, the Court turned to the issue of whether aggregation of employees was required under the theory that the Church, the School, and the Child Development Center constituted a “single employer.” Id. Nevertheless, uncertainty surrounding defendants’ legal status impeded the Court’s analysis on the aggregation issue because the record indicated that defendants, as well as the Child Development Center and the Parish, were divisions of the Archdiocese, which is organized as a corporation sole. Id. A determination that these entities are divisions of a corporation has two implications. First, it suggests that defendants are not proper parties to the lawsuit because case law reflects that unincorporated divisions of a corporation lack the capacity to sue or be sued. Id. at 69. Second, assuming defendants can be sued, it leads to the conclusion that the employees of the Church, the School, and the Child Development Center should be aggregated for the purpose of the 25-em-ployee requirement. Id. at 68.

The Court at that point declined to make a final determination on defendants’ legal status because it found that the parties had not adequately discussed the relationship between the Church, the School, the Child Development Center, the Parish, and the Archdiocese. Accordingly, the Court directed the parties to submit supplemental memoranda addressing defendants’ legal status, and deferred consideration of plaintiffs motion for partial summary judgment and defendants’ motion for summary judgment pending those submissions. 2 Upon consideration of the *74 parties’ supplemental memoranda and the entire record, the Court concludes that defendants are entitled to summary judgment because they lack legal capacity to be sued. 3

STANDARD OF REVIEW

Summary judgment may be granted only if the pleadings and evidence “show that there is no genuine issue as to any material fact and that the moving party is entitled to a judgment as a matter of law.” Fed.R.Civ.P. 56(c). In considering a summary judgment motion, all evidence and the inferences to be drawn from it must be considered in the light most favorable to the nonmoving party. See Matsushita Elec. Indus. Co. v. Zenith Radio Corp., 475 U.S. 574, 587, 106 S.Ct. 1348, 89 L.Ed.2d 538 (1986). Mere allegations in the pleadings, however, are not sufficient to defeat a summary judgment motion; if the moving party shows that there is an absence of evidence to support the nonmoving party’s case, the nonmoving party must come forward with specific facts showing that there is a genuine issue for trial. See Fed.R.Civ.P. 56(e); Celotex Corp. v. Catrett, 477 U.S. 317, 106 S.Ct. 2548, 91 L.Ed.2d 265 (1986).

DISCUSSION

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Bluebook (online)
77 F. Supp. 2d 71, 1999 U.S. Dist. LEXIS 19115, Counsel Stack Legal Research, https://law.counselstack.com/opinion/equal-employment-opportunity-commission-v-st-francis-xavier-parochial-dcd-1999.