P. & J v. of Kingston, Inc. v. Massachusetts Commission Against Discrimination
This text of 20 F. Supp. 2d 153 (P. & J v. of Kingston, Inc. v. Massachusetts Commission Against Discrimination) is published on Counsel Stack Legal Research, covering District Court, D. Massachusetts primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.
Opinion
Memorandum
I.
Background
The plaintiff P. & J.V. of Kingston, Inc. (“Kingston, Inc.”) operates a restaurant in Massachusetts under the name “Mama Mia’s” (the “Restaurant”). The plaintiff Vis-cariello is the President of Kingston, Inc. and an employee of the Restaurant. The defendants Arabie and Miehaelson were formerly employed by the Restaurant as part-time waitresses.
This is a consolidated action arising from two distinct eases filed in federal court. 1 Each of these eases corresponds with charges of sex discrimination and sexual harassment filed separately by the defendants Arabie and Miehaelson, with the Massachusetts Commission Against Discrimination (the “MCAD”) against the plaintiffs. In the underlying charges, the defendants Ara-bie and Miehaelson complain of sex discrimination based on offensive language spoken, and physical conduct engaged in, by the plaintiff Viscariello. The MCAD issued a finding of probable cause in both cases on January 21,1998 and conducted a conciliation conference without success on March 6,1998. On April 7,1998, both Arabie and Miehaelson elected to remove their complaints from the MCAD to superior court. 2
*155 II.
ANALYSIS
1. Standard of Review
Summary judgment is warranted when there is no dispute of material fact and the moving party is entitled to judgment as a matter of law. Fed.R.Civ.P. 56(c). To avoid summary judgment, the nonmovant must demonstrate a genuine dispute “over facts that might affect the outcome of the suit under governing law.” Anderson v. Liberty Lobby, Inc., 477 U.S. 242, 248, 106 S.Ct. 2505, 91 L.Ed.2d 202 (1986). The movant, however, is not required to make an affirmative showing that there are no material facts in issue. Instead, the movant must show only an “absence of evidence to support the non-moving party’s case.” Celotex Corp. v. Catrett, 477 U.S. 317, 325, 106 S.Ct. 2548, 91 L.Ed.2d 265 (1986). Furthermore, “[o]n issues where the nonmovant bears the ultimate burden of proof, he must present definite, competent evidence to rebut the motion.” Mesnick v. General Elec. Co., 950 F.2d 816, 822 (1st Cir.1991). 3
2. Cross-Motions for Summary Judgment
This consolidated case is ripe for summary judgment because only a distilled issue of law remains. 4 The plaintiffs’ basic legal argument is that Article 15 of the Massachusetts Constitution, which confers upon a litigant the right to a jury trial, should be read to guarantee defendants in sex discrimination cases filed with the MCAD the right to remove such claims immediately to Superior Court for a trial by jury.
The Supreme Judicial Court recently ruled on just this issue. In New York and Mass. Motor Serv., Inc. v. M.C.A.D., 401 Mass. 566, 517 N.E.2d 1270 (1988), the Supreme Judicial Court held that respondents to discrimination charges filed with the MCAD are not deprived of equal protection of their a fundamental right to a trial merely because complainants may elect a jury trial in lieu of agency determination, whereas respondents may only seek judicial review of any such determination. Id. at 579, 517 N.E.2d at 1278 (stating that, because all the orders of the MCAD are subject to judicial review, “the employer is not faced with a denial of access to the judicial system, but rather a postponement of judicial adjudication at the complainant’s option until after the commission has issued a preliminary determination and ordered a remedy”). The court explained that “[a]ny effect on the rights and privileges of employers as a class is limited to the differences between initial adjudication of a discrimination claim, and a claim that reaches the court after an administrative hearing and determination.” Id. at 580, 517 N.E.2d at 1278. In finding that these differences did not run afoul of a respondent employer’s interest in equal protection of its fundamental rights, the court concluded that the statutory scheme embodied in M.G.L. c. 151B does not violate the Fourteenth Amendment to the United States. Id. at 580-81, 517 N.E.2d at 1279.
The plaintiffs acknowledge this state court precedent, but nonetheless argue that Article 15 of the Massachusetts Constitution, as incorporated by the Fourteenth Amendment of the United States Constitution, requires that respondents in a proceeding at the MCAD be *156 afforded the opportunity to remove such charges to the superior court for trial by jury.
The Supreme Judicial Court has, however, also addressed this issue and has rejected the plaintiffs’ argument. See Lavelle v. M.C.A.D., 426 Mass. 332, 688 N.E.2d 1331 (1997) (holding that a respondent’s Article 15 right to a jury trial is satisfied by a respondent’s ability to obtain such a trial after the MCAD has made a final determination). In the Lavelle case, the Supreme Judicial Court, analyzed a claim brought by a respondent in a sex discrimination case filed with the MCAD. The plaintiff in Lavelle argued that Article 15 of the Massachusetts Constitution, as incorporated by the Fourteenth Amendment of the United States Constitution, guaranteed him the right to a jury trial with respect to an employee’s discrimination claim. Id. at 333, 688 N.E.2d at 1333.
The Supreme Judicial Court held that the respondent did have a constitutional right to a jury trial. Id. at 337, 688 N.E.2d at 1335. In making this determination, the court noted that “Lavelle must be given the right, in circumstances that we shall describe, to claim a jury trial. We must fashion a remedy that will be available to Lavelle, and to similarly situated respondents, until the legislature, if it elects to do so, provides another solution.” Id. at 337, 688 N.E.2d 1331. Significantly, the court concluded that the right of a respondent to “obtain a jury trial only after the commission has taken final action is the best available option.” Id. at 338, 688 N.E.2d at 1336 (emphasis added).
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Cite This Page — Counsel Stack
20 F. Supp. 2d 153, 1998 U.S. Dist. LEXIS 14067, 77 Fair Empl. Prac. Cas. (BNA) 1770, Counsel Stack Legal Research, https://law.counselstack.com/opinion/p-j-v-of-kingston-inc-v-massachusetts-commission-against-mad-1998.