Kenneth E. Sutton, Jr. v. Providence St. Joseph Medical Center, a California Non-Profit Corporation

192 F.3d 826, 99 Daily Journal DAR 9707, 99 Cal. Daily Op. Serv. 7675, 1999 U.S. App. LEXIS 22356, 76 Empl. Prac. Dec. (CCH) 46,085, 80 Fair Empl. Prac. Cas. (BNA) 1441, 1999 WL 718466
CourtCourt of Appeals for the Ninth Circuit
DecidedSeptember 16, 1999
Docket99-55050
StatusPublished
Cited by425 cases

This text of 192 F.3d 826 (Kenneth E. Sutton, Jr. v. Providence St. Joseph Medical Center, a California Non-Profit Corporation) is published on Counsel Stack Legal Research, covering Court of Appeals for the Ninth Circuit primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Kenneth E. Sutton, Jr. v. Providence St. Joseph Medical Center, a California Non-Profit Corporation, 192 F.3d 826, 99 Daily Journal DAR 9707, 99 Cal. Daily Op. Serv. 7675, 1999 U.S. App. LEXIS 22356, 76 Empl. Prac. Dec. (CCH) 46,085, 80 Fair Empl. Prac. Cas. (BNA) 1441, 1999 WL 718466 (9th Cir. 1999).

Opinion

GRABER, Circuit Judge:

Defendant, the Providence St. Joseph Medical Center, refused to hire plaintiff Kenneth E. Sutton, Jr., after he failed to provide a social security number as required by federal law. Plaintiff brought this action alleging that Defendant thereby violated Title VII of the 1964 Civil Rights Act, as amended (Title VII), 42 U.S.C. § 2000e et seq.; the Religious Freedom Restoration Act (RFRA), 42 U.S.C. § 2000bb et seq.; the free speech guarantee of the First Amendment; the Privacy Act, 5 U.S.C. § 552a; and the Paperwork Reduction Act, 44 U.S.C. § 3512. Plaintiff also brought various state claims. The district court dismissed the federal claims pursuant to Federal Rule of Civil Procedure 12(b)(6) and, thereafter, refused to exercise supplemental jurisdiction over the state claims. For the reasons that follow, we affirm.

FACTUAL AND PROCEDURAL BACKGROUND

“Because this is an appeal from the dismissal of an action pursuant to Fed.R.Civ.P. 12(b)(6), we accept as true the facts alleged in the complaint.” Zimmerman v. Oregon Dep’t of Justice, 170 F.3d 1169, 1171 (9th Cir.1999), petition for cert. filed, No. 99-243 (Aug. 10,1999).

On June 25, 1997, Defendant offered Plaintiff a position as a Senior Network Analyst. Plaintiff accepted. Before he could begin working for Defendant, however, Plaintiff was required to fill out employment forms that required, among other information, his social security number. Plaintiff believes that a social security number is the “Mark of the Beast” prophesied in the Book of Revelations, Chapters 13 and 14. Plaintiff therefore told Defendant that his religion prevented him from providing such a number. Because Plaintiff would not provide his social security *830 number, Defendant refused to hire Plaintiff.

On February 24, 1998, Plaintiff brought this action, alleging that Defendant had violated Title VII, RFRA, the First Amendment, the Privacy Act, and various state constitutional provisions and laws. On June 1, 1998, Plaintiff amended his complaint to allege, in addition, that Defendant had violated the Paperwork Reduction Act. Thereafter, Defendant moved to dismiss the action pursuant to Federal Rule of Civil Procedure 12(b)(6). The district court granted the motion, dismissing Plaintiffs federal claims with prejudice. The district court then declined to exercise supplemental jurisdiction over Plaintiffs state claims and, accordingly, the court dismissed those claims without prejudice. This timely appeal ensued.

STANDARD OF REVIEW

The district court granted Defendant’s Federal Rule of Civil Procedure 12(b)(6) motion. This court reviews such a decision de novo. See Steckman v. Hart Brewing, Inc., 143 F.3d 1293, 1295 (9th Cir.1998).

TITLE VII

Title VII provides in part:

It shall be an unlawful employment practice for an employer—
(1)to fail or refuse to hire ... any individual ... because of such individual’s ... religion ... [.]

42 U.S.C. § 2000e-2(a)(l). “Religion” includes

all aspects of religious observance and practice, as well as belief, unless an employer demonstrates that he is unable to reasonably accommodate to an employee’s or prospective employee’s religious observance or practice without undue hardship on the conduct of the employer’s business.

42 U.S.C. § 2000e(j).

This court has adopted a two-part test for analyzing religious discrimination claims under Title VII. See Balint v. Carson City, 180 F.3d 1047, 1050 (9th Cir.1999) (en banc). First, “the employee must establish a prima facie case [of discrimination] by proving that (1) she had a bona fide religious belief, the practice of which conflicted with an employment duty; (2)she informed her employer of the belief and conflict; and (3) the employer threatened her or subjected her to discriminatory treatment, including discharge, because of her inability to fulfill the job requirements.” Tiano v. Dillard Dep’t Stores, Inc., 139 F.3d 679, 681 (9th Cir.1998). “[I]f the employee proves a prima facie case of discrimination, the burden shifts to the employer to show either that it initiated good faith efforts to accommodate reasonably the employee’s religious practices or that it could not reasonably accommodate the employee without undue hardship.” Id.

It is uncontested that (1) Plaintiff sincerely believes that his religion prevents him from providing a social security number, (2) Plaintiff informed Defendant of his belief, and (3) Defendant refused to hire Plaintiff because he did not provide Defendant with a social security number. Nevertheless, Defendant argues, and the district court held, that Plaintiff cannot establish a prima facie case, because Defendant is required by law to obtain Plaintiffs social security number. Specifically, the Immigration and Naturalization Service (INS), 8 C.F.R. § 274a.2(a) & (b)(1)(i), 8 C.F.R. § 274a.10(b)(2); Immigration Form 1-9; and the Internal Revenue Code (IRC), 26 U.S.C. § 6109(a)(3) & (d), require employers to provide the social security numbers of their employees.

Although they have disagreed on the rationale, courts agree that an employer is not liable under Title VII when accommodating an employee’s religious beliefs would require the employer to violate federal or state law. This court has held that the existence of such a law establishes “undue hardship” (rather than prevents an *831 employee from establishing a prima facie case). See Bhatia v. Chevron U.S.A., Inc., 734 F.2d 1382, 1383-84 (9th Cir.1984) (holding that the employee established a prima facie case, but that the employer demonstrated undue hardship; the requested accommodation “would risk liability for violating California Occupational Safety and Health Administration standards”). The Tenth Circuit has applied this approach specifically to a case in case in which a plaintiff challenged his employer’s request for a social security number:

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192 F.3d 826, 99 Daily Journal DAR 9707, 99 Cal. Daily Op. Serv. 7675, 1999 U.S. App. LEXIS 22356, 76 Empl. Prac. Dec. (CCH) 46,085, 80 Fair Empl. Prac. Cas. (BNA) 1441, 1999 WL 718466, Counsel Stack Legal Research, https://law.counselstack.com/opinion/kenneth-e-sutton-jr-v-providence-st-joseph-medical-center-a-ca9-1999.