Squire v. Maryland Transit Administration

CourtDistrict Court, D. Maryland
DecidedJuly 18, 2023
Docket1:22-cv-02493
StatusUnknown

This text of Squire v. Maryland Transit Administration (Squire v. Maryland Transit Administration) is published on Counsel Stack Legal Research, covering District Court, D. Maryland primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Squire v. Maryland Transit Administration, (D. Md. 2023).

Opinion

IN THE UNITED STATES DISTRICT COURT FOR THE DISTRICT OF MARYLAND

MARTINA SQUIRE,

Plaintiff,

Civil No. 1:22-cv-02493-JRR v.

MARYLAND TRANSIT ADMINISTRATION, et al.

Defendants.

MEMORANDUM OPINION This matter comes before the court on Defendants Maryland Department of Transportation (“MDOT”), Maryland Transit Administration (“MTA”), and the State of Maryland’s Motion to Dismiss. (ECF No. 28; the “Motion.”) The parties’ submissions have been reviewed and no hearing is necessary. Local Rule 105.6 (D. Md. 2021). BACKGROUND1 Plaintiff Martina Squire filed this action alleging Defendants discriminated and retaliated against her during her employment at MTA in violation of the Americans with Disabilities Act, 42 U.S.C. §§ 12101, et seq. (“ADA”) and MD. CODE ANN., STATE GOV’T §§ 20-601, et seq. (“FEPA”). (ECF No. 13.) Plaintiff alleges that MDOT and the State of Maryland are vicariously liable for the actions of MTA because MTA is a division of MDOT and a Department of the State of Maryland.2 (ECF No. 13 ¶ 3.)

1 For purposes of this memorandum, the court accepts as true the well-pled facts set forth in the Complaint. (ECF No. 13.) 2 As set forth infra, Plaintiff concedes that her claims against MDOT and the State should be dismissed. (ECF No. 35 at 2.) On January 10, 2005, Plaintiff began working at MTA as a part-time Information Coordinator. (ECF No. 13 ¶ 4.) In April 2017, Plaintiff was promoted to Acting Chief Supervisor for the Light Rail Operations Control Center. Id. ¶ 6. Five months later, in October 2017, Plaintiff was demoted to Transportation Supervisor. Id. On or about October 4, 2017, Plaintiff filed a

complaint with MTA’s Fair Practice Office alleging that her demotion was due to her disability. Id. ¶ 7. Additionally, Plaintiff alleges that she filed two additional complaints—one in April 2018 alleging harassment and retaliation, and one in April 2019 alleging harassment and wrongful denial of leave. Id. ¶¶ 9, 11. In January 2018, Plaintiff began experiencing loss of vision in her left eye. (ECF No. 13 ¶ 8.) In July 2019, a doctor examined Plaintiff’s eye and determined that her left eye vision was continuing to deteriorate. Id. ¶ 16. Subsequently, MTA referred Plaintiff for an Initial Workability Evaluation with Dr. Williams. Id. ¶ 17. Plaintiff alleges that “Dr. Williams determined that due to her left eye vision she was unable to return to work as a Light Rail Supervisor and that she is ‘unable to safely, consistently, and reliably perform her essential job duties with or without a

reasonable accommodation in the near or foreseeable future.’” Id. ¶ 18. On July 12, 2019, MTA notified Plaintiff by letter that “in light of her disability, [Plaintiff] had three options: (1) request a reasonable accommodation under the Americans with Disabilities Act by providing a list of reasonable accommodations that would allow [Plaintiff] to perform ALL of the essential functions of [her] current job; (2) voluntarily resign her position; or (3) seek a disability pension.” (ECF No. 13 ¶ 19.) Plaintiff alleges on three separate occasions she requested MTA place her in a different position so that she could continue to perform despite her disability. Id. ¶ 21. In all three instances, MTA notified her that there were no available positions. Id. Plaintiff alleges that MTA never offered her a different position despite other positions being available that she could perform. Id. ¶ 22. On July 17, 2019, Plaintiff attended a meeting with Stacey Koutroumpis, MTA’s manager of medical services, and Vanessa Harrison.3 (ECF No. 13 ¶ 23.) Plaintiff alleges that she informed

them of her desire to remain at MTA in another position and of her ability to perform other work. Id. ¶¶ 24-26. Plaintiff alleges that Ms. Koutroumpis stated “that the ADA did not require MTA to offer [Plaintiff] another position and that [Plaintiff] could only continue working for MTA if she could identify reasonable accommodations for her current position.” Id. ¶ 27. Plaintiff alleges that she, therefore, had no choice but to retire because MTA was not going to accommodate her or allow her to continue employment. Id. ¶ 30. Plaintiff’s retirement from MTA became effective on July 13, 2019. Id. ¶ 31. On or about April 30, 2020, Plaintiff filed a complaint with the Equal Employment Opportunity Commission (“EEOC”) alleging that the MTA forced her to retire due to her disability. (ECF No. 13 ¶ 32.) By determination letter issued October 28, 2021, the EEOC found

“reasonable cause to believe that [Plaintiff] was subjected to involuntary retirement in violation of the ADA.” Id. ¶ 33. On December 3, 2021, after determining that conciliation would not be successful, the EEOC referred the matter to the United States Department of Justice (“DOJ”). Id. ¶ 35. Plaintiff received a Right to Sue letter from the DOJ on April 4, 2021. Id. ¶ 36. On July 1, 2022, Plaintiff filed a Complaint against Defendants MDOT, MTA, and the State of Maryland in the Circuit Court for Baltimore City, Maryland. (ECF No. 1 ¶ 1.) On September 29, 2022, Defendants removed the case to this court. (ECF No. 1.) The Complaint sets forth four counts, each plead against all Defendants: (I) Violations of the ADA, 42 U.S.C. §§

3 The Complaint does identify Ms. Harrison’s title. 12101, et seq.; (II) Retaliation under the ADA; (III) Violations of the FEPA, MD. CODE ANN. STATE GOV’T §§ 20-601, et seq.; and (IV) Retaliation under the FEPA. (ECF No. 13 at 6-11.) Plaintiff seeks: (i) compensatory damages; (ii) punitive damages; (iii) reasonable legal fees and expenses; and (iv) any other relief the court deems just and proper. Id. at 12.

Defendants move to dismiss the Complaint pursuant to Federal Rule of Civil Procedure 12(b)(1) and 12(b)(6). (ECF No. 28-1 at 4, 6.) Defendants argue that Plaintiff’s ADA claims— Counts I and II—are barred by sovereign immunity. Id. at 7. Additionally, Defendants argue that all of Plaintiff’s claims against MDOT and the State should be dismissed because Plaintiff was not an employee of the State or MDOT. Id. at 9. Further, Defendants maintain that Plaintiff failed to exhaust her administrative remedies as to MDOT and the State. Id. Defendants also argue that Plaintiff’s FEPA claims are time barred. Id. at 11. Lastly, Defendants argue that Plaintiff fails to state a claim for all counts. Id. at 12. Plaintiff concedes that her claims against MDOT and the State should be dismissed. (ECF No. 35 at 2.) Therefore, the court addresses the Motion only with respect to Defendant MTA and dismisses Plaintiff’s claims against MDOT and the State.

LEGAL STANDARDS Federal Rule of Civil Procedure 12(b)(1) “Rule 12(b)(1) of the Federal Rules of Civil Procedure authorizes dismissal for lack of subject matter jurisdiction.” Barnett v. United States, 193 F. Supp. 3d 515, 518 (D. Md. 2016). “The plaintiff bears the burden of proving, by a preponderance of evidence, the existence of subject matter jurisdiction.” Mayor & City Council of Balt. v. Trump, 416 F. Supp. 3d 452, 479 (D. Md. 2019). Subject matter jurisdiction challenges may proceed in two ways: a facial challenge or a factual challenge. Id. A facial challenge asserts “that the allegations pleaded in the complaint are insufficient to establish subject matter jurisdiction.” Id. A factual challenge asserts “that the jurisdictional allegations of the complaint [are] not true.” Id. (quoting Kerns v. United States, 585 F.3d 187

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Squire v. Maryland Transit Administration, Counsel Stack Legal Research, https://law.counselstack.com/opinion/squire-v-maryland-transit-administration-mdd-2023.