Treanor v. Metropolitan Transportation Authority

414 F. Supp. 2d 297, 2005 U.S. Dist. LEXIS 35861, 2005 WL 3535065
CourtDistrict Court, S.D. New York
DecidedDecember 22, 2005
Docket05 Civ. 5586(SAS)
StatusPublished
Cited by5 cases

This text of 414 F. Supp. 2d 297 (Treanor v. Metropolitan Transportation Authority) is published on Counsel Stack Legal Research, covering District Court, S.D. New York primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Treanor v. Metropolitan Transportation Authority, 414 F. Supp. 2d 297, 2005 U.S. Dist. LEXIS 35861, 2005 WL 3535065 (S.D.N.Y. 2005).

Opinion

OPINION AND ORDER

SCHEINDLIN, District Judge.

I. INTRODUCTION

Vincent Treanor, a former employee of the Long Island Rail Road (“LIRR”), brings this action against the Metropolitan Transportation Authority (“MTA”) and the LIRR alleging employment discrimination on the basis of disability in violation of the New York State Human Rights Law 1 and the New York City Human Rights Law. 2 He also claims that defendants violated the notice requirements of the Consolidated Omnibus Budget Reconciliation Act (“COBRA”). 3 The LIRR now moves to dismiss pursuant to Rule 12(b)(6) of the Federal Rules of Civil Procedure. For the following reasons, the LIRR’s motion to dismiss is denied. 4

II. BACKGROUND

Treanor began working at the LIRR on or about April 12, 1989, as a car appearance maintainer. 5 He was promoted to car repairman in August 1999, and then to road car inspector in June 2002. 6 The LIRR learned that Treanor abused drugs and alcohol on or about October 7, 1994. 7 On October 10, 2002, Treanor was involved in a work related accident which resulted in a knee injury requiring arthroscopic surgery. 8 Treanor submitted to a return-to-duty physical examination, which included a drug test, on November 26, 2002. 9 On November 29, 2002, Treanor tested positive for cocaine, and he was removed from service pending a Notice of Trial and Hearing for violation of the Corporate Alcohol and Substance Abuse Policy. 10

At a February 14, 2003 hearing, Treanor admitted to the charge of violating the substance abuse policy, waived his right to a trial and signed a Last Chance Agreement. 11 Pursuant to the agreement Treanor was required to serve an eleven month suspension and had to be certified ready to return to work by the LIRR Employee Assistance Program (“EAP”). 12 Failure to abide by the agreement would result in Treanor’s dismissal. 13 As part of his EAP recovery plan, Treanor was required to enroll in an out-patient drug treatment program at Crossings Recovery Center in Deer Park, New York. 14 The cost of the program was paid for by his employer-provided health insurance. 15 On May 14, 2003, Crossing Recovery Center informed Treanor that his medical insurance had been discontinued and that he would have to pay if he wished to continue in the program. 16 Treanor then asked to be drug tested at the LIRR facilities because he *300 could not afford to pay for the tests. 17 Treanor was told that he could not be drug tested at the LIRR facilities and that he had to pay the costs of completing the Crossing Recovery Center program. 18

On May 15, 2003, Treanor was advised for the first time by his union representative that health insurance coverage ceases when an employee has been out of work for more than six months. 19 Treanor claims he was unable to complete the EAP plan without COBRA replacement insurance because he could not afford to pay for treatment and drug tests. 20 On September 30, 2003, Treanor was charged with violating the Last Chance Waiver Agreement. 21 At the hearing, Treanor was told that he must either resign or be terminated. 22 He was informed that if he was terminated he would lose his LIRR pension, and would not be able to use the LIRR as a reference for future employment. 23 On September 30, 2003, Treanor resigned. 24

On May 23, 2005, Treanor filed a complaint in the Supreme Court, New York County. Treanor alleged that: (1) the Last Chance Agreement violated COBRA because the LIRR provided a last chance that it knew or should have known could not be completed because the LIRR discontinued his medical insurance; 25 (2) the LIRR discriminated against him on the basis of his disability by treating him differently from other similarly situated employees in violation of the State and City Human Rights Laws; 26 (3) the LIRR constructively terminated him because of his disability; 27 and (4) the LIRR violated the notice requirements of COBRA. 28

The LIRR removed the case to this Court and then moved to dismiss, claiming that Treanor’s complaint was untimely because it was not filed within one year and thirty days of Treanor’s termination. 29 The LIRR also claimed that the Complaint was defective because it failed to allege that at least thirty days had elapsed since the claims upon which the action was founded were presented to the LIRR, and that the LIRR neglected or refused to make adjustment or payment with respect to those claims. 30

III. LEGAL STANDARD

A. Motion to Dismiss

Under Rule 12(b)(6) of the Federal Rules of Civil Procedure a motion to dismiss should be granted only if “ ‘it appears beyond doubt that the plaintiff can prove no set of facts in support of his claim which would entitle him to relief.’ ” 31 The task of the court in ruling on a Rule 12(b)(6) motion is “merely to assess the *301 legal feasibility of the complaint, not to assay the weight of the evidence which might be offered in support thereof.” 32 When deciding a motion to dismiss courts must accept all factual allegations in the complaint as true, and draw all reasonable inferences in plaintiffs favor. 33

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Cite This Page — Counsel Stack

Bluebook (online)
414 F. Supp. 2d 297, 2005 U.S. Dist. LEXIS 35861, 2005 WL 3535065, Counsel Stack Legal Research, https://law.counselstack.com/opinion/treanor-v-metropolitan-transportation-authority-nysd-2005.