Smith v. Metropolitan District Commission

105 F. Supp. 3d 185, 2015 U.S. Dist. LEXIS 62788
CourtDistrict Court, D. Connecticut
DecidedMay 13, 2015
DocketCivil No. 3:14cv1466 (JBA)
StatusPublished
Cited by1 cases

This text of 105 F. Supp. 3d 185 (Smith v. Metropolitan District Commission) is published on Counsel Stack Legal Research, covering District Court, D. Connecticut primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Smith v. Metropolitan District Commission, 105 F. Supp. 3d 185, 2015 U.S. Dist. LEXIS 62788 (D. Conn. 2015).

Opinion

RULING GRANTING PARTIAL MOTION TO DISMISS

JANET BOND ARTERTON, District Judge.

Plaintiff Deborah Smith brings this action against Defendants Metropolitan District Commission (“MDC”) and Chief Financial Officer of the MDC John Zin-zarella in his individual and official capacities, alleging violations of 42 U.S.C. § 1981, the First and Fourteenth Amendments to the United States Constitution (brought via 42 U.S.C. § 1983), and [186]*186Conn. Gen.Stat. § 31-51q, arising out of the MDC’s October 7, 2011 termination of Ms. Smith’s employment at the MDC as an Accounting Administrator. Defendants now'move [Doc. #24] to dismiss Counts One and Two of the Amended Complaint [Doc. # 19] which allege violations of § 1981, on the ground that § 1981 does not provide for a private right of action against local government entities. Oral argument on the motion was held on April 7, 2015. For the following reasons, Defendants’ partial motion to dismiss is granted.-

I. Facts Alleged

On September 24, 1979, Plaintiff began work at the MDC as a Customer Service Representative. (Am. Compl. ¶ 6.) Thereafter, she became an Accounting Administrator, a position classified at the salary grade of EE-6. (Id. ¶¶ 6-7.) After 29 years working at the MDC at grade EE-6, on January 29, 2008, Ms. Smith sought to have her job reclassified to EE-10 or EE-12 on the, grounds that during the course of her career, she had taken on many added responsibilities, and that other employees with comparable positions were classified as EEr-10 or EE-12. (Id. ¶7.) Her request was denied on July 7, 2008 with little explanation. (Id. ¶ 8.) When Plaintiff subsequently asked the MDC’s Director of Human Resources to compare her responsibilities to other comparable positions at the MDC, she received no response. (Id. ¶¶9-10.) On September 17, 2008, Ms. Smith emailed the MDC’s Diversity Officer Doris Poma, alleging race discrimination, but Ms. Poma reported finding no discrimination. (Id. ¶¶ 11-12.) Ms. Smith also met with the MDC’s then-Chief Administrative Officer Robert Moore,' who promised to look into Ms. Smith’s request for ' job reclassification. (Id. ¶ 12.)

On January 2, 2009, having not received the requested reclassification, Ms. Smith filed a complaint with the Connecticut Commission on Human Rights and Opportunities (“CHRO”), claiming that the MDC was discriminating against her on the basis of race and color. (Id. ¶¶ 13-14.) As a result- of the complaint, the MDC agreed to give Plaintiff a $10.00/week raise, which would put her in the EE-8 salary grade. (Id. ¶ 15.)

• Several years later, on April 29, 2011, the MDC issued- the “MDC Affirmative Action Policy Statement,” and notified employees that they would have an opportunity to review and comment on the MDC’s Affirmative Action Plan (“AAP”). (Id. ¶¶ 17-18.) In response, in August 2011, Plaintiff submitted written comments to the MDC’s Affirmative Action Officer Erin Ryan and the MDC Commissioners. (Id. ¶ 19.) In her letter, Ms..Smith questioned the objectives of the AAP and the MDC’s commitment to it. (Id. ¶¶ 20-24.)

On August 8, 2011, Ms. Ryan presented the final version of the AAP to the MDC’s Personnel, Pension & Insurance Committee, noting that she had incorporated into the final version “the few comments” she had received. (Id. ¶ 25.) In mid-September 2011, the MDC’s CEO asked Plaintiff to meet with him and interim Affirmative Action Officer Carl Nasto about Plaintiffs concerns'. (Id. ¶26.) Two weeks later, Plaintiffs position with the MDC was eliminated as. part of the October 7, 2011 Reduction in Force. (Id. ¶ 27.) Plaintiff alleges that the individual principally responsible for selecting her for job elimination was Defendant John Zinzarella. (Id. ¶ 28.)

II. Discussion1

Defendants’ motion to dismiss is limited to the* narrow issue of whether Plaintiffs Amended Complaint sufficiently states her [187]*187§ 1981 claims.2 According to Defendants, Plaintiffs § 1981 claims should be dismissed because § 1983 provides the exclusive remedy for claims of discrimination against local governments.3 (Mem. Supp. Mot. to Dismiss [Doc. # 25] at 5-6.) In so arguing, Defendants rely heavily on the Supreme Court’s decision in Jett v. Dallas Indep. Sch. Dist., 491 U.S. 701, 109 S.Ct. 2702, 105 L.Ed.2d 598 (1989). Jett announced two related holdings: (1) “the express cause of action for damages created by § 1983 constitutes* the exclusive federal remedy for violation of the rights guaranteed in § 1981 by state governmental units,” id. at 733, 109 S.Ct. 2702, and (2) “to prevail on [a] claim for damages against [a state governmental unit], [a] petitioner must show that the violation of ‘his right to make contracts’ protected by § 1981 was caused by a custom or policy within the meaning of Monell [v. New York City Dep’t of Social Servs., 436 U.S. 658, 98 S.Ct. 2018, 56 L.Ed.2d 611 (1978)4 ] and subsequent cases,” id. at 735, 109 S.Ct. 2702.

As Plaintiff notes, however, Jett was decided-prior to the enactment of the 1-991 Amendments to the Civil Rights Act. Those Amendments added two new subsections to § 1981. Subsection (b), intended to overrule the Supreme Court’s holding in Patterson v. McLean Credit Union, 491 U.S. 164, 109 S.Ct. 2363, 105 L.Ed.2d 132 (1989) that § 1981 did not prohibit workplace discrimination after the formation of a contract, see CBOCS W., Inc. v. Humphries, 553 U.S. 442, 450, 128 S.Ct. 1951, 170 L.Ed.2d 864 (2008) (“Congress passed the Civil ’Rights Act of 1991 with the design to supersede Patterson ”), defines “make and enforce contracts” to include “the making, performance, modification, and termination of contracts, and the enjoyment of all benefits, privileges, terms, and conditions of the contractual relationship,” 42 U.S.C. § 1981(b).

Subsection (c), designed at least in part to codify Runyon v. McCrary, 427 U.S. 160, 96 S.Ct. 2586, 49 L.Ed.2d 415 (1976)’s holding5 that § 1981 prohibits discrimina[188]*188tion by private actors as well as discrimination by state actors, see Federation of African Am. Contractors v. City of Oakland, 96 F.3d 1204, 1212 (9th Cir.1996) (“The legislative history surrounding the amendment to 42 U.S.C. § 1981 ... suggests that Congress’s intent in adding ... subsection [c] was to codify Runyon.”),

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Bluebook (online)
105 F. Supp. 3d 185, 2015 U.S. Dist. LEXIS 62788, Counsel Stack Legal Research, https://law.counselstack.com/opinion/smith-v-metropolitan-district-commission-ctd-2015.