Soto v. United Airlines, Inc.

District Court, E.D. California·Decided May 17, 2024·No. 2:23-cv-02148·Unknown

Opinion

ROGER SOTO, No. 2:23-cv-02148-DJC-JDP Plaintiff, v. ORDER DENYING MOTION TO DISMISS AND GRANTING TRANSFER MOTION UNITED AIRLINES, INC., Defendant. Plaintiff Roger Soto brings this case against Defendant United Airlines, Inc. for assault and wrongful termination based on Plaintiff’s refusal to receive a COVID-19 vaccine because of his sincerely held religious beliefs. Defendant has filed a motion asking that the Court dismiss the case for failure to state a claim or for improper venue, and, in the alternative, asking for the case to be transferred to Chicago in the Northern District of Illinois, where Defendant is headquartered. For the reasons set forth below, the Court grants in part and denies in part Defendant’s Motion to Dismiss or in the Alternative to Transfer Venue (ECF No. 9). Specifically, the Court finds that the Court has personal jurisdiction over Defendant and will grant the motion to transfer venue and order that the case be transferred to the Northern District of California, where the alleged wrongful termination occurred. As a result, the Court declines to reach the merits of the Rule 12(b)(6) motion to dismiss and instructs the parties to contact the assigned chambers in the transferee or receiving court for further direction regarding resolution of the motion. I. Factual Background Defendant “is a large, major American airline headquartered at Willis Tower in Chicago, Illinois.” (Compl. (ECF No. 1) ¶ 7.) Plaintiff is a flight attendant for Defendant who has worked in this position for 25 years. (See id. ¶¶ 6, 27.) Plaintiff lives in Calaveras County, California and is a devout traditional Roman Catholic. (See id. ¶¶ 6, 28.) As part of his faith, he believes that the sanctity of life is one of the most cherished commandments of his faith. (Id. ¶ 28.) As alleged, this case revolves around Defendant’s decision on August 6, 2021 to become “the first airline carrier and one of the first large corporations to mandate a vaccine for COVID-19 as a condition of employment for its workforce.” (Compl. ¶ 13.) Plaintiff claims that Defendant “decided it would be first in the aviation industry to mandate the COVID-19 vaccine” and, as a result, “conducted a significant encroachment into the lives and health of every United employee by coercing employees to undertake an experimental medical procedure that affects their lives outside the workplace.” (Id. ¶ 15.) Defendant ultimately established September 27, 2021 as the deadline for employees to become fully vaccinated for COVID-19 by showing proof that he or she received two doses of the Pfizer or Moderna vaccine or one dose of the Johnson & Johnson vaccine. (See id. ¶¶ 16–17.) Employees who remained unvaccinated by that deadline would be terminated. (Id. ¶ 17.) To effectuate this COVID-19 vaccine mandate, Defendant “implemented an accommodation request system in which Plaintiff was given the option to request accommodations based on religious beliefs or medical reasons via United’s Reasonable Accommodation Process.” (Compl. ¶ 18.) “Employees were not allowed to seek both religious and medical accommodations . . . .” (Id.) Employees had until August 31, 2021 to submit an accommodation request. (See id. ¶ 19.) Plaintiff submitted his accommodation request but complains that Defendant made no accommodation. Instead, Plaintiff alleges that he was wrongfully discharged because “those employees who sought [accommodations] would be placed on indefinite, unpaid leave starting October 2, 2021, with no benefits.” (Compl. ¶ 20.) According to Plaintiff, Defendant “never provided any ‘accommodated’ employee or Plaintiff with a date by which they could return to work; and stated this period of unpaid leave might last up to 72 months.” (Id. ¶ 21.) Moreover, “any employee whose accommodation request was denied [was required to] receive the vaccine by September 27, 2021, or be terminated.” (Id. ¶ 22.) Plaintiff complains that his placement on unpaid leave amounted to wrongful termination because he refused to receive the vaccination based on his position that “[t]aking an injection of a vaccine that uses aborted fetal tissue in its use and/or development violates his strongly held religious beliefs, honoring the Fifth Commandment of ‘Thou Shalt Not Kill.’” (Compl. ¶ 29.) Plaintiff notes that, despite submitting his accommodation request and including a letter from his priest explaining his conflict of conscience with the COVID-19 vaccines, Defendant required additional support. (See id. ¶ 30.) This led to several emails and phone calls between Plaintiff and Defendant regarding Plaintiff’s beliefs and his support for those beliefs. (See id. ¶¶ 31–34.) Ultimately, Plaintiff was granted a religious exemption, but he was “placed [ ] on an unpaid, unprotected, and unelected leave of absence.” (Id. ¶ 35.) As a result, Plaintiff alleges that he and his wife suffered harm because he lost his health insurance just after his wife “recently withstood a heart attack . . . .” (Compl. ¶ 38.) Plaintiff also alleges that “Defendant’s COVID-19 vaccine mandate caused Plaintiff to reasonably belief that Defendant was about to carry out the threat of harmful and offensive contact upon him, by way of forcing Plaintiff to inject an untested and potentially unsafe substance into his body.” (Id. ¶ 56.) Allegedly, the vaccine requirement “was an unwelcome invasion of Plaintiff’s privacy and bodily integrity.” (Id. ¶ 57.) II. Procedural Background Plaintiff filed the Complaint in federal court on September 27, 2023. (See ECF No. 1.) Defendant filed the instant Motion to Dismiss on January 9, 2024. (See ECF No. 9; also Def.’s Mem. of P. and A. in Supp. of Mot. to Dismiss or in the Alternative to Transfer Venue (ECF No. 9-1) (“Motion” or “MTD”).) Plaintiff eventually filed his Opposition after the Court issued an Order to Show Cause. (See Pl.’s Mem. of Law in Opp’n to Def.’s MTD (ECF No. 16) (“Opposition” or “Opp’n”); also ECF Nos. 12, 17.) After several extensions, Defendant finally filed its Reply on May 3, 2024. (See Def.’s Reply in Supp. of MTD (ECF No. 25) (“Reply”).) The matter was submitted without oral argument and is now fully briefed. III. This Court Has Personal Jurisdiction Over Defendant A. Legal Standard Under Federal Rule of Civil Procedure 12(b)(2) Where a defendant moves to dismiss a complaint for lack of personal jurisdiction, the plaintiff bears the burden of demonstrating that jurisdiction is appropriate. Schwarzenegger v. Fred Martin Motor Co., 374 F.3d 797, 800 (9th Cir. 2004). Where parties rely solely on affidavits, a plaintiff must make only a prima facie showing of jurisdictional facts through the submitted materials in order to avoid a defendant’s motion to dismiss. See Data Disc, Inc. v. Sys. Tech. Assocs., Inc., 557 F.2d 1280, 1285 (9th Cir. 1977). In such cases, “[courts] only inquire into whether [the plaintiff’s] pleadings and affidavits make a prima facie showing of personal jurisdiction.” Schwarzenegger, 374 F.3d at 800. Although the plaintiff cannot “simply rest on the bare allegations of its complaint,” uncontroverted allegations in the complaint must be taken as true. Id. Conflicts between parties over statements contained in affidavits must be resolved in the plaintiff’s favor. Id. B. Analysis In exercising personal jurisdiction, a federal district court is constrained by the Fourteenth Amendment’s Due Process Clause and the long-arm statute of the state in which it sits. Impossible Foods Inc. v. Impossible X LLC, 80 F.4th 1079, 1086 (9th Cir. 2023). Because California’s long-arm jurisdictional statute is coextensive with federal due process requirements, the jurisdictional analysis under state law and federal due process are the same. Schwarzenegger, 374 F.3d at 800–01. For a court to exercise personal jurisdiction over a nonresident defendant, that defendant must have at least “minimum contacts” with the

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Soto v. United Airlines, Inc., (E.D. Cal. 2024).

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