Washington Blade v. United States Department of Labor

District Court, District of Columbia·Decided November 4, 2024·No. Civil Action No. 2020-2591·Published

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

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).

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

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.

In the year leading up to OFCCP’s publication of the 2019 Proposed Rule, OFCCP also issued a policy directive pertaining to “religious freedom” (“Religious Entities Exemption Directive”). Directives, generally, “provide guidance to OFCCP staff and/or federal contractors on enforcement and compliance policy or procedures.” Department of Labor, OFCCP, Directive (DIR) 2022-02 (effective March 31, 2022), https://www.dol.gov/agencies/ofccp/directives/2022-

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