Employers have an affirmative duty to respect workers’ rights. However, due to various pressures and biases, employers often fail to live up to their duty. If you feel that your rights as an employee have been violated, particularly if you’ve faced discrimination or unfair treatment related to COVID-19 policies, the recent case of Srilatha Kuntumalla vs. Bristol Myers Squibb Company (“BMS”) may provide you with the guidance you’re looking for.
The Facts of the Case
In this case, Srilatha Kuntumalla, along with several other employees, filed a lawsuit against BMS after being terminated for refusing to comply with the company’s COVID-19 vaccination mandate. Kuntumalla and her co-plaintiffs argued that BMS did not follow its own exemption policies and that their terminations were a result of the company’s failure to accommodate their religious beliefs and medical concerns regarding the vaccine.
The court, however, dismissed many of Kuntumalla’s claims for several reasons. For example, regarding her assault and battery claim, the court found that Kuntumalla’s allegations did not meet the legal standards for assault and battery. Specifically, the court noted that BMS did not physically administer the vaccines or threaten immediate harm, which are necessary elements to establish assault or battery under the law.
When it came to the religious discrimination claims, the court also found the allegations were insufficient. For a claim of religious discrimination based on a failure to accommodate, an employee must demonstrate that they have a sincere religious belief that conflicts with a job requirement, that they informed their employer of this conflict, and that they were disciplined as a result. Here, the court found that Kuntumalla did not adequately prove that her objections to the vaccine were rooted in a sincere religious belief. The court emphasized that concerns about the safety or efficacy of the vaccine or objections based on medical grounds do not qualify as religious beliefs under Title VII or the New Jersey Law Against Discrimination (NJLAD).
Kuntumalla’s wrongful termination claims also fell short in the court’s eyes. To successfully claim wrongful termination based on religious discrimination, an employee must show that they were qualified for their position, that they suffered an adverse employment action (such as termination), and that this action occurred under circumstances that suggest discrimination. Here, the court found that Kuntumalla’s allegations did not provide sufficient evidence to suggest that her termination was due to religious discrimination rather than her refusal to comply with the vaccine mandate.
This case highlights the challenges employees face when bringing claims related to COVID-19 vaccination policies. It also emphasizes the importance of clearly establishing the basis for any religious or medical exemptions and providing detailed evidence to support claims of discrimination or wrongful termination.
Have You Been the Victim of Employment Discrimination?
If you believe you’ve been unfairly treated or discriminated against in your workplace, particularly in relation to vaccine mandates or other employment policies, it’s crucial to seek legal advice early on. The Resnick Law Group handles all types of employment law cases and can help you navigate the system in pursuit of the justice you deserve. We understand the legal standards that must be met to pursue claims of discrimination, wrongful termination, and other unlawful employment practices, and we’re here to ensure that your rights are protected.
Contact the Resnick Law Group today if you have concerns about how you’ve been treated at work. We’ll help you understand your rights and options. You can reach us at (973) 781-1204 or through our secure online contact form.