Ruiz v. Aragon

District Court, E.D. California·Decided July 10, 2024·No. 1:22-cv-01468·Unknown

Opinion

ELIAS RUIZ, No. 1:22-cv-01468-DAD-DB Plaintiff, v. ORDER GRANTING DEFENDANTS’ MOTIONS TO DISMISS PLAINTIFF’S TOMAS J. ARAGON, in his official FIRST AMENDED COMPLAINT AND capacity as Director of the California CLOSING THE CASE Department of Public Health, et al., (Doc. Nos. 49, 50) Defendants.

This matter is before the court on two motions to dismiss brought pursuant to Rule 12(b)(1) and 12(b)(6) of the Federal Rules of Civil Procedure, one filed on behalf of defendants Turlock Unified School District (“TUSD”) and David Lattig (collectively, the “Turlock defendants”), (Doc. No. 49), and the other filed by defendants California Department of Public Health (“CDPH”) and Tomas J. Aragon (collectively, the “state defendants”), (Doc. No. 50). On December 18, 2023, the motions were taken under submission on the papers pursuant to Local Rule 230. (Doc. No. 60.) For the reasons explained below, the court will grant both motions to dismiss. ///// ///// ///// On November 13, 2022, plaintiff initiated this civil rights action. (Doc. No. 1.) Plaintiff filed the operative first amended complaint (“FAC”) on October 20, 2023.1 (Doc. No. 47.) Defendants previously had filed motions to dismiss plaintiff’s original complaint, which the court granted with leave to amend.2 (Doc. No. 40.) In his FAC, plaintiff asserts all seven of his claims collectively against all four defendants: Tomas J. Aragon in his official capacity as director of the CDPH; the CDPH; David Lattig in his official capacity as the assistant superintendent of human resources for the TUFD; and the TUFD. (Doc. No. 47.) Plaintiff alleges that all times material to this lawsuit, defendants Aragon and Lattig were public officials of the State of California. (Id. at ¶ 4.) In his FAC, plaintiff alleges as follows. Plaintiff has been continually employed by the TUSD since August 16, 2010, and is still currently a certificated public employee of TUSD. (Id. at ¶ 8.) In August 2021, plaintiff was tested for SARS-CoV-2 (“COVID-19”) antibodies and received a positive result. (Id. at ¶ 9.) Plaintiff was informed and believes that this indicated he had natural immunity against COVID-19 that was equal to or greater than the immunity provided by any available vaccination at that time. (Id.) On October 5, 2021, the TUSD announced that a COVID-19 testing policy would be implemented district-wide, requiring all employees to comply under threat of discipline. (Id. at ¶ 10.) On October 8, 2021, a Memorandum of Understanding (“MOU”) was entered into between the TUSD and the Turlock Teachers Association. (Id. at ¶ 11.) The MOU included a new policy threatening disciplinary action for unvaccinated school workers, including suspension

1 Plaintiff initially filed the FAC on October 19, 2023. (Doc. No. 46.) However, that version did not include a case number and mistakenly listed an additional attorney on behalf of plaintiff and a different address listed for plaintiff’s counsel. (Id.) Accordingly, plaintiff submitted a corrected version of the FAC on October 20, 2023. (Doc. No. 47.) The court will refer to the FAC filed on October 20, 2023.

2 In accordance with Local Rule 302(b)(21), the prior motions to dismiss were addressed by the assigned magistrate judge because plaintiff was proceeding in this action pro se at that time. Because plaintiff has been represented by counsel in this action since October 10, 2023 (see Doc. No. 43), the pending motions are now being addressed by the undersigned. without pay. (Id. at ¶ 12.) Under the MOU policy, unvaccinated TUSD employees, like plaintiff, were required to undergo weekly COVID-19 testing and to divulge their protected medical information to the local and state government pursuant to a CDPH mandate. (Id.) The CDPH mandate required unvaccinated or incompletely vaccinated school workers to undergo weekly diagnostic COVID-19 screening testing, even when asymptomatic. (Id. at ¶ 13.) This mandate was either authored or directly approved by defendant Aragon in his official capacity as the director of the CDPH. (Id.) Starting on or about October 15, 2021, plaintiff was required to undergo weekly COVID- 19 testing as a condition of his employment, even when he had no symptoms of the disease and there was no reason to suspect he suffered from it. (Id. at ¶ 14.) Plaintiff has never tested positive for COVID-19. (Id. at ¶ 15.) On November 7, 2021, plaintiff requested a religious accommodation to forgo testing because he believed it was an unnecessary medical procedure that violated his religious beliefs. (Id. at ¶ 16.) Within a few days of making that request, plaintiff was contacted by TUSD human resources and verbally informed that he would not be accommodated. (Id. at ¶ 17.) Plaintiff was not provided any response to his request for accommodation in writing. (Id. at ¶ 18.) The TUSD never conducted an individual assessment of plaintiff or held an interactive meeting with him. (Id. at ¶¶ 19, 20.) On or about September 16, 2022, the TUSD rescinded the policy from the October 8, 2021 MOU. (Id. at ¶ 21.) Based on the foregoing allegations in his FAC, plaintiff asserts three federal claims: (1) a Fourteenth Amendment equal protection claim brought under 28 U.S.C. § 1983; (2) a disability discrimination claim brought under the Americans with Disabilities Act (“ADA”)3; and (3) a First Amendment religious discrimination claim brought under § 1983. (Doc. No. 47.) Additionally, plaintiff asserts four state law claims. (Id.) Plaintiff seeks declaratory and injunctive relief as well as monetary damages. (Id. at 11.)

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