Washington Blade v. United States Department of Labor

CourtDistrict Court, District of Columbia
DecidedNovember 4, 2024
DocketCivil Action No. 2020-2591
StatusPublished

This text of Washington Blade v. United States Department of Labor (Washington Blade v. United States Department of Labor) is published on Counsel Stack Legal Research, covering District Court, District of Columbia primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

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Washington Blade v. United States Department of Labor, (D.D.C. 2024).

Opinion

UNITED STATES DISTRICT COURT FOR THE DISTRICT OF COLUMBIA

WASHINGTON BLADE, et al.,

Plaintiffs,

v. Civil Action No. 20-2591 (RDM)

U.S. DEPARTMENT OF LABOR,

Defendant.

MEMORANDUM OPINION AND ORDER

Plaintiffs in this case are the Washington Blade, “the oldest LGBTQ newspaper in the

United States” “dedicated to covering issues pertaining to the LGBTQ community,” and Chris

Johnson, a journalist and former chief political and White House reporter for the Washington

Blade. See Dkt. 31-1 at 9. They bring this suit under the Freedom of Information Act (“FOIA”),

5 U.S.C. § 552, to challenge the adequacy of the Department of Labor’s (“the Department”)

response to a FOIA request Plaintiffs made in August 2019. That request, which followed the

Department’s announcement of a proposed rule expanding the scope of the “Religious Entities

Exemption” to Executive Order 11246, sought “all emails” from Department of Labor leadership

that “include[ed] the words ‘religion’ or ‘religious’ from Jan. 20, 2017 to Aug. 30, 2019.” Dkt.

30-1 at 1 (Def.’s SUMF ¶ 1); Dkt. 31-2 at 1 (Pls.’s SUMF ¶ 1). Dissatisfied with the

Department’s response, Plaintiffs filed this suit.

Now pending before the Court are the Department’s motion for summary judgment, Dkt.

30, and Plaintiffs’ cross-motion for partial summary judgment, Dkt. 31. At issue is the

Department’s decision to withhold approximately 230 records pursuant to FOIA Exemption 5,

which permits a government agency to withhold documents that it would otherwise not be

1 required to disclose in civil litigation. For the reasons that follow, the Court DENIES in part and

GRANTS in part the Department’s motion for summary judgment and DENIES in part and

GRANTS in part Plaintiffs’ cross-motion for summary judgment.

I. BACKGROUND

A. Executive Order 11246 and its Implementing Regulations and Directives

Executive Order 11246, as amended, (the “Executive Order”) prohibits federal

contractors from discriminating against their employees on the basis of race, color, religion, sex,

sexual orientation, gender identity and national origin. Exec. Order No. 11246, § 202(1). The

Executive Order further mandates that federal contractors “take affirmative action to ensure that

applicants are employed, and that employees are treated during employment, without regard to

their race, color, religion, sex, sexual orientation, gender identity, or national origin,” including

through promotions, demotions, layoffs, pay raises and training programs. Id.

The Department of Labor’s Office of Federal Contract Compliance Programs (“OFCCP”)

is responsible for enforcing the Executive Order pursuant to regulations promulgated by the

Secretary of Labor. See 41 C.F.R. § 60-1.2. If OFCCP has “reasonable cause” to believe that a

federal contractor has violated the Executive Order, it “may issue a notice requiring the

contractor to show cause, within 30 days, why monitoring, enforcement proceedings or other

appropriate action to ensure compliance should not be instituted.” Id. § 60-1.33. If the response

is unsatisfactory, OFCCP may refer the matter to the Solicitor of Labor “with a recommendation

for the institution of administrative enforcement proceedings,” id. § 60-1.26(b)(1), or to the

Department of Justice (“DOJ”) “with a recommendation for the institution of judicial

enforcement proceedings,” id. § 60-1.26(c)(1).

2 The Executive Order does not, however, apply to every federal contractor; as relevant

here, certain religious entities are exempt from some of its requirements (the “Religious Entities

Exemption”). Section 204 of the Executive Order provides that its requirements “shall not apply

to a Government contractor or subcontractor that is a religious corporation, association,

educational institution, or society, with respect to the employment of individuals of a particular

religion to perform work connected with the carrying on by such corporation, association,

educational institution, or society of its activities.” Exec. Order No. 11246, § 204(c); see also 41

CFR § 60-1.5(a)(5). The Executive Order further clarifies, however, that “[s]uch [religious]

contractors and subcontractors are not exempted or excused from complying with the other

requirements contained in this Order.” Exec. Order No. 11246, § 204(c); 41 CFR § 60-1.5(a)(5).

From 2003 (shortly after President Bush amended the Executive Order to include the

Religious Entity Exemption) until 2019 (when the events relevant to this case occurred), the

Religious Entities Exemption was understood to mirror the religious entity exemption in Title

VII of the Civil Rights Act of 1964. To determine the scope and applicability of the exemption,

OFCCP would apply Title VII case law and principles to the facts and circumstances of each

contractor’s situation. See Rescission of Implementing Legal Requirements Regarding the Equal

Opportunity Clause’s Religious Exemption Rule (“2023 Final Rule”), 88 Fed. Reg. 12842-01

(effective March 31, 2023).

That changed on August 15, 2019, when OFCCP issued a notice of proposed rulemaking,

which proposed to expand the Religious Entity Exemption in light of “recent legal

developments.” Implementing Legal Requirements Regarding the Equal Opportunity Clause’s

Religious Exemption (“2020 Final Rule”), 85 Fed. Reg. 79324-01 (Dec. 9, 2020). Pointing to

several recent Supreme Court decisions, see, e.g., Masterpiece Cakeshop, Ltd. v. Colo. Civil

3 Rights Comm’n, 138 S. Ct. 1719, 1731 (2018); Trinity Lutheran Church of Columbia, Inc. v.

Comer, 582 U.S. 449, 462 (2017); Burwell v. Hobby Lobby Stores, Inc., 573 U.S. 682, 718–19

(2014); Hosanna-Tabor Evangelical Lutheran Church & Sch. v. E.E.O.C., 565 U.S. 171, 196

(2012), the proposed rule sought “to make clear that:”

[T]he Executive Order 11246 religious exemption covers not just churches but employers that are organized for a religious purpose, hold themselves out to the public as carrying out a religious purpose, and engage in exercise of religion consistent with, and in furtherance of, a religious purpose. It is also intended to make clear that religious employers can condition employment on acceptance of or adherence to religious tenets without sanction by the federal government, provided that they do not discriminate based on other protected bases. In addition, consistent with the administration policy to enforce federal law’s robust protections for religious freedom, the proposed rule state[d] that it should be construed to provide the broadest protection of religious exercise permitted by the Constitution and other laws.

Implementing Legal Requirements Regarding the Equal Opportunity Clause’s Religious

Exemption (“2019 Proposed Rule”), 84 Fed. Reg. 41677-79 (proposed Aug. 15, 2019).

Following notice and comment, the proposed rule was finalized in December 2020, and it took

effect on January 8, 2021. See 2020 Final Rule, 85 Fed. Reg. 79324-01. More recently,

however, the revised rule was rescinded, and the Department of Labor returned to its original

understanding of the Executive Order. See Proposal to Rescind Implementing Legal

Requirements Regarding the Equal Opportunity Clause’s Religious Exemption, 86 Fed. Reg.

62115-01 (proposed Nov. 9, 2021); 2023 Final Rule, 88 Fed. Reg. 12842-01.

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