Williams v. Tekoa Charter School, Inc.

CourtDistrict Court, E.D. Texas
DecidedAugust 23, 2024
Docket1:22-cv-00554
StatusUnknown

This text of Williams v. Tekoa Charter School, Inc. (Williams v. Tekoa Charter School, Inc.) is published on Counsel Stack Legal Research, covering District Court, E.D. Texas primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Williams v. Tekoa Charter School, Inc., (E.D. Tex. 2024).

Opinion

INFO TRH ET HUEN EITAESDT ESRTNA TDEISS TDRISICTTR IOCFT T CEOXUARST BEAUMONT DIVISION

ALISHA WILLIAMS § § Plaintiff § § VS. § CIVIL ACTION NO. 1:22-CV-00554 § JUDGE MICHAEL J. TRUNCALE TEKOA CHARTER SCHOOL, INC. § § Defendant. §

ORDER AND OPINION GRANTING DEFENDANT’S MOTION TO DISMISS

Before the Court is Defendant Tekoa Charter School, Inc.’s (“Tekoa”) Motion to Dismiss [Dkt. 22]. In her Complaint, Alisha Williams asserts a cause of action against Tekoa for alleged violations of the Americans with Disabilities Act (“ADA”). Tekoa moves to dismiss the Complaint pursuant to Federal Rules of Civil Procedure 12(b)(1) and 12(b)(6). On July 29, 2024, this Court ordered Ms. Williams to respond to Tekoa’s motion on or before August 9, 2024. [Dkt. 30]. Ms. Williams timely filed her response on that day. [Dkt. 31]. For the reasons set forth below, the Court GRANTS Tekoa’s Motion to Dismiss under Rule 12(b)(1) and DENIES AS MOOT Tekoa’s Motion to Dismiss under Rule 12(b)(6). I. BACKGROUND1 This is an ADA case. [Dkt. 1 at ¶ 7]. Ms. Williams, a resident of Jefferson County, Texas, worked at Tekoa as a Pre-K 3 educator from August 2017 to January 6, 2021. Id. at ¶ 10. Tekoa is an open- enrollment charter school that is licensed by the State of Texas and does business as a non-profit. Id. at ¶ 4.2

1 The Complaint alleges the following facts. 2 Tekoa indicates in its Motion to Dismiss that Ms. Williams had a contract to work at Tekoa from September 3, 2020, to During her tenure with Tekoa, Ms. Williams received superior performance evaluations and was promoted twice. Id. at ¶ 11. However, beginning in or around October 2020, and continuing through January 6, 2021, Ms. Williams was allegedly subjected to discrimination based on disability in the form of harassment and a hostile work environment. Id. at ¶ 8. Ms. Williams alleges that in or around October 2020, she was harassed by her supervisor and manager by being transferred from school to school without any explanation. Id. at ¶ 12. This alleged harassment occurred for no other reason but for Ms. Williams’s known disability. Id. In January 2021, Ms. Williams was instructed to go home because her shoes “did not meet the required standard dress code.”3 Id. at ¶ 13. Ms. Williams had worn the same shoes before and was neither harassed nor instructed to go home for a dress code violation. Id. Despite this fact, Ms. Williams left campus as instructed.4 Id.

After leaving the campus, Ms. Williams experienced a mental breakdown which required her to visit her doctor.5 Id. On May 28, 2021, Ms. Williams filed a charge of employment discrimination against Tekoa with the Dallas District Office of the Equal Employment Opportunity Commission (“EEOC”). Id. at ¶ 5. The EEOC issued a “Notice of Right to Sue” concerning the charge of discrimination on August 16, 2022 [Id. at ¶ 6], and Ms. Williams filed her Complaint in this Court on November 11, 2022. [Dkt. 1]. Plaintiff seeks statutory damages, back pay and front pay, and/or lost wages and benefits in the past and future

3 Tekoa indicates in its Motion to Dismiss that Ms. Williams was wearing tennis shoes and that there were two dress code incidents: the first occurring on January 4, 2021, and the second occurring on January 6, 2021. See [Dkt. 22 at 3]. 4 Tekoa indicates in its Motion to Dismiss that Ms. Williams left campus at 8:29 AM on January 6, 2021. See [Dkt. 22 at 3]. 5 On a prior occasion, Tekoa deceptively told Ms. Williams that her doctor had filled out her disability paperwork incorrectly. [Dkt. 1 ¶ 13]. Additionally, Tekoa had previously written up Ms. Williams on a day her doctor advised her to stay home because of her disability. Id.

2 for Tekoa’s discriminatory acts. Id. at ¶ 19. Tekoa filed its Motion to Dismiss in this Court on June 5, 2024. Tekoa seeks dismissal of Ms. Williams’s claim pursuant to Rule 12(b)(1) and Rule 12(b)(6) of the Federal Rules of Civil Procedure.7 II. LEGAL STANDARDS A motion to dismiss under Rule 12(b)(1) challenges a court’s subject-matter jurisdiction. See FED. R. CIV. P. 12(b)(1). A district court must dismiss a case for lack of subject-matter jurisdiction “when the court lacks the statutory or constitutional power to adjudicate the case.” Home Builders Ass’n of Miss., Inc. v. City of Madison, 143 F.3d 1006, 1010 (5th Cir. 1998). “The burden of proof for a Rule 12(b)(1) motion to dismiss is on the party asserting jurisdiction.” Ramming v. United States, 281 F.3d 158, 161 (5th Cir. 2001) (per curiam). “When a Rule 12(b)(1) motion is filed in conjunction with

other Rule 12 motions, the court should consider the Rule 12(b)(1) jurisdictional attack before addressing any attack on the merits.” See id. (citing Hitt v. City of Pasadena, 561 F.2d 606, 608 (5th Cir.

6 There are parts of Ms. Williams’s Complaint that “namedrop” equitable relief. See [Dkt. 1 at ¶ ¶ 7, 19]. However, this Court construes Ms. Williams’s claim as one for monetary damages for several reasons. First, section five of the Complaint contains the following header above paragraph nineteen: “DAMAGES.” See id. at ¶ 19. This suggests that monetary damages are the thrust of the Complaint. Second, while Ms. Williams precisely outlined the monetary relief she desired, she did not do the same for equitable relief. See id. Lastly, since Ms. Williams is suing Tekoa and not a state official, her claim falls outside the scope of Ex parte Young for purposes of sovereign immunity, even if she is pursuing equitable relief. See Verizon Maryland, Inc. v. Pub. Serv. Comm’n of Maryland, 535 U.S. 635, 645 (2002). 7 Tekoa seeks a Rule 12(b)(6) dismissal of Ms. Williams’s claims since she fails to establish a prima facie case of discrimination under the ADA. See [Dkt. 22 at 9]. Tekoa also seeks to dismiss Ms. Williams’s claim because she allegedly filed her Complaint outside the 90-day limitations period set forth in the EEOC Right-to-Sue Letter. See id. at 10. Although Tekoa’s first ground for dismissal was positioned under a heading that mentioned “fails to state a claim upon which relief can be granted” [see id. at 9], the second ground was placed under an independent heading without this language. See id. at 10. Despite this, courts treat the 90-day time-bar as a reason to dismiss Title VII claims under Rule 12(b)(6). See Harris v. Boyd Tunica, Inc., 628 F.3d 237, 239 (5th Cir. 2010). For the reasons explained below, Tekoa’s grounds for dismissal under Rule 12(b)(6) will not be addressed in this Order.

3 1977) (per curiam)). “If the court determines at any time that it lacks subject-matter jurisdiction, the court must dismiss the action.” FED. R. CIV. P. 12(h)(3) (emphasis added).8 Tekoa seeks dismissal of Ms. Williams’s claim under Rule 12(b)(1) on sovereign immunity grounds. [Dkt. 22 at 5–9]. “[When] sovereign immunity deprives the court of jurisdiction, the claims barred by sovereign immunity can be dismissed only under Rule 12(b)(1) and not with prejudice.” See Warnock v. Pecos Cnty., Tex., 88 F.3d 341, 343 (5th Cir. 1996). III.

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Bluebook (online)
Williams v. Tekoa Charter School, Inc., Counsel Stack Legal Research, https://law.counselstack.com/opinion/williams-v-tekoa-charter-school-inc-txed-2024.