The New Jersey Employment Law Firm Blog

March 5, 2013

Nurse Sues Hospital for Allegedly Reassigning Her Because of Her Race

A nurse at a hospital in Flint, Michigan is suing her employer for alleged racial discrimination and civil rights violations. Battle v. Board of Hospital Managers of Hurley Medical Center, et al, No. 13-99763, complaint and jury demand (Mich. Cir. – Genesee Co., Jan. 21, 2013). She claims that the hospital reassigned an infant under her care to a different nurse after the infant’s father demanded a nurse who was not African American. The lawsuit, which names the hospital and a supervisor as defendants, asserts causes of action for equal protection violations, violations of state anti-discrimination law, and intentional infliction of emotional distress.

According to her complaint, the plaintiff, Tonya Battle, began working at Hurley Medical Center in June 1988 as a registered nurse (RN) in the hospital’s neonatal intensive care unit (NICU). She alleges that she was caring for an infant in the NICU on October 31, 2012, when the infant’s father asked to speak to her supervisor. The charge nurse then spoke to the father, and Battle allegedly heard him tell the charge nurse that “he did not want any African Americans taking care of his baby.” Complaint at 3. Battle also alleges that the man pulled up his sleeve to display a tattoo that she believed was a swastika. The charge nurse relayed the father’s request to the nurse manager, Mary Osika, who allegedly told the charge nurse to reassign the infant.
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February 27, 2013

Department of Justice Settles Immigration-Related Employment Discrimination Claims Against College

by Resnick Law Group, P.C.

The U.S. Department of Justice (DOJ) announced in January 2013 that it settled a claim of citizenship and national origin discrimination against Houston Community College (HCC), in lieu of filing suit. The DOJ’s Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) investigated a complaint of hiring discrimination, in the form of requests for specific documentation from non-citizens not requested of U.S. citizens. The OSC concluded that the practice violated the Immigration and Nationality Act (INA), which prohibits employment discrimination based on national origin or lawful immigration status. Under the terms of the settlement agreement, HCC will pay a civil penalty, adopt a new process of verifying employment eligibility, and create a fund to compensate prior victims for lost wages.

According to the settlement agreement between the DOJ and HCC, the OSC received a complaint on March 12, 2012 alleging national origin discrimination and other violations of the INA’s anti-discrimination provisions. The OSC’s investigation concluded that HCC had engaged in a practice, for a period of at least two years, that required non-citizens to produce documents during the hiring process demonstrating work authorization. Job applicants that HCC believed to be United States citizens were not required to produce such documentation during the hiring process. Proof of employment eligibility is normally required after hiring, when the employer must complete Form I-9, the Employment Eligibility Verification document. Although it found HCC’s practices to be discriminatory, it did not find that the complainant was a victim of discrimination.
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February 20, 2013

NYPD Officer’s Widow Sues Supervisor, Saying Sexual Harassment Drove Him to Suicide

by Resnick Law Group, P.C.

A supervisor’s sexual advances drove a New York police officer to take his own life, according to a lawsuit filed by the officer’s widow. The lawsuit names the City of New York, the New York City Police Department (NYPD), and the supervisor as defendants, and alleges that an ongoing pattern of sexual harassment violated the officer’s civil rights.

Officer Matthew Schindler arrived at the 115th Precinct in Queens in March 2011, according to DNAinfo New York. He was assigned as a highway safety officer and reported to Sergeant Christine Hirtzel, also spelled in court documents and some media reports as “Hertzel.” Hirtzel reportedly had direct control over Schindler’s work schedule and duty assignments. She demanded that Schindler engage in sexual relations with her, according to the lawsuit. The lawsuit claims that Hirtzel made preferable shift assignments and other features of employment contingent on continued sexual contact, and that she threatened that Schindler “would suffer tangible detriment” if he refused her demands.

The continued demands allegedly caused Schindler to become depressed. On February 13, 2012, Schindler confronted Hirtzel, according to the complaint, to tell her to stop. He told her at that time that “he would kill himself over the ‘guilt,'” according to the New York Post. She allegedly refused to end the relationship, and she allowed Schindler to leave the station. Hirtzel then contacted a precinct captain, who reportedly tried to call Schindler to “rectify his hostile work environment,” and out of concern that he was suicidal. At around 4:30 p.m., Schindler committed suicide with his service weapon.

DNAinfo reported that Hirtzel told NYPD investigators that the affair was consensual. She claimed that he became distraught on February 13 after she tried to break off the relationship. He “stormed off,” she alleged, and then she contacted the precinct captain to admit the affair. The captain then called Schindler, according to Hirtzel’s report.
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February 20, 2013

Lawsuit Against New Jersey Furniture Store Alleges Sexual Orientation Discrimination

by Resnick Law Group, P.C.

A former employee of a Secaucus, New Jersey furniture store chain has alleging that management discriminated against her based on her sexual orientation and retaliated against her for complaining of a manager’s discriminatory conduct. Perez v. Factory Direct of Secaucus, LLC, et al, No. 2:13-cv-00327, complaint (D.N.J., Jan. 17, 2013). The lawsuit currently claims violations of the Civil Rights Act of 1866 and the New Jersey Law Against Discrimination. An investigation of employment discrimination claims is still underway by the Equal Employment Opportunity Commission (EEOC), and the plaintiff has stated an intent to amend her complaint should the EEOC authorize her to do so.

The plaintiff, Isabel Perez, began working for the defendant, Factory Direct of Secaucus, which operates several Ashley Furniture HomeStore locations, on September 25, 2012. In her position as human resources director, she reported to the defendant Kathy Martin, the Director of People Services and Development, and defendant Eugene Chrinian, the CEO. Perez alleges that, during the interview process for the position with both Martin and Chrinian, both defendants questioned her extensively about her marital status and her religious beliefs. Perez, who is homosexual, preferred to keep such issues private, although she did discuss her religious beliefs briefly.

Perez alleges that Martin made frequent derogatory remarks in her presence about homosexuals, as well as discriminatory remarks about other employees based on their race, ethnicity, gender, or appearance. Perez claims that she brought up her concerns with Martin about Martin’s derogatory comments to employees, as well as Martin’s invocation of her religious beliefs in routine workplace issues. On at least one occasion, Martin allegedly told Perez “to be more understanding of the Company’s ‘culture.'” Complaint at 6. Martin began most meetings with prayers, Perez claims, including “unsolicited ‘laying of the hands’ on [Perez].” Id.
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February 7, 2013

NLRB Rules that Facebook Posts Regarding Coworkers Were Protected Concerted Activity

by Resnick Law Group, P.C.

The National Labor Relations Board (NLRB) ruled that an employer’s termination of five employees over posts to the social media service Facebook violated the National Labor Relations Act (NLRA). In re Hispanics United of Buffalo and Ortiz, Case No. 03-CA-027872, decision and order (NLRB, Dec. 14, 2012). It rejected the employer’s argument that the employees’ posts violated its zero-tolerance policy regarding harassment of other employees. The ruling affirmed an earlier finding by an Administrative Law Judge (ALJ) that the employees’ posts were concerted activity protected by the NLRA.

Marianna Cole-Rivera and Lydia Cruz-Moore were employees of Hispanics United of Buffalo, Inc. (HUB), a nonprofit organization providing assistance to domestic violence victims and others. The two communicated frequently via telephone and text message, and Cruz-Rivera reportedly criticized other coworkers on a regular basis. Cole-Rivera reportedly received a text message from Cruz-Moore on Saturday, October 9, 2010, when neither person was at work, saying that Cruz-Moore intended to report her concerns about other employees’ performance to HUB’s executive director.

After replying to Cruz-Moore via text, Cole-Rivera posted a message to her Facebook page saying that Cruz-Moore felt that other employees “don’t help [their] clients enough,” id. at 2, and asking for other employees’ thoughts. Four HUB employees, all off-duty, responded with comments on the Facebook post. Cruz-Moore complained to the executive director and provided a printout of the post and its comments. The following Monday, the executive director fired Cole-Rivera and the other four employees for violating HUB’s “zero tolerance” policy towards “bullying and harassment.” Id.
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February 5, 2013

Lawsuit Alleges Gender Discrimination After Plaintiff Revealed Transgender Status

by Resnick Law Group, P.C.

A former Ph.D. candidate at a San Francisco university is suing the school for gender discrimination, alleging that faculty and staff began to mistreat him once he revealed that he had undergone sex-reassignment surgery. The cause of action is a rare one, as only a handful of states, including New Jersey and California, allow claims for employment discrimination based on gender identity. New York state law currently does not allow such a claim, but New York City does. A lawsuit filed in New Jersey in 2011 was the first to test this state’s transgender discrimination law. Federal authorities allowed a claim to proceed in 2012.

Kellen Bennett was a candidate for a Ph.D. in clinical psychology at Alliant International University’s California School of Professional Psychology in San Francisco. He says that he received good grades and good recommendations from August 2006, when he started the program, until October 2011, when he revealed his transgender status to a faculty member and several students. Bennett underwent sex-reassignment surgery thirteen years ago, and he has lived as a man ever since. He claims that his reviews suddenly all turned bad, and that a postdoctoral internship he had been promised was no longer available to him. At least one supervisor frequently used anti-transgender slurs in his presence. Bennett also alleges that someone altered his academic records in a way that affected his job search. He completed his degree, but was unable to continue in the program as he had planned. Bennett filed suit against the university for gender discrimination and retaliation last year.
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January 29, 2013

Former Manager Sues Hotel for Firing her After She Gave Birth in Guest Room

by Resnick Law Group, P.C.

A former manager at a “swanky” New York City hotel has filed a lawsuit accusing hotel management of discriminating against her because of her pregnancy. She alleges that her superiors told her repeatedly that she, possibly because of her age and race, was not a good fit in the hotel’s environment. She nevertheless worked eighty- to one-hundred-hour weeks, even well into her pregnancy. She was working when she went into labor, and ended up giving birth in a guest room at the hotel. After that, she alleges that management began eliminating her job duties, and then fired her on what she claims was a pretext.

Tara Tan claims that she helped build the Standard Hotel’s business in the four years that she worked there. Despite putting in long hours, even while pregnant, she alleges that her superiors told her she did not “fit the culture” of the hotel, a prominent nightlife spot in Manhattan’s Meatpacking District. Tan took this as a criticism of her Chinese heritage and her age, as compared to the young, mostly white, “model-like…beautiful people” she says the management preferred to have around. She had reportedly gained weight during an earlier difficult pregnancy, and endured harassment regarding her appearance before the pregnancy that immediately preceded her termination.

Tan was working a late shift on April 30, 2011 when she went into labor at around midnight. She claims that her superiors did not offer any assistance, allegedly because they did not want to disturb the hotel’s party scene. She was sent into a guest room on the fifteenth floor and waited for her husband, who came two hours later from their home in New Jersey. Tan also alleges that when she called the front desk to ask for help, the person on the phone asked if she was joking. The child was born soon after her husband arrived, at around 2:30 a.m. Tan’s husband assisted in the delivery, with Tan’s doctor offering guidance over the phone. They called for an ambulance, and hotel staff made them leave through a side exit so they would not disrupt hotel guests.
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January 22, 2013

New York Pharmacy Law Unlawfully Discriminates Based on National Origin and Alienage, According to Second Circuit

by Resnick Law Group, P.C.

A group of pharmacists with nonimmigrant visas sued a number of New York state officials over a law limiting pharmacy licenses to U.S. citizens and legal permanent residents. The plaintiffs in Dandamundi, et al v. Tisch, et al, 686 F.3d 6 (2nd Cir. 2012) alleged that the law violated the U.S. Constitution’s Equal Protection and Supremacy Clauses by discriminating based on “alienage.” The Second Circuit affirmed the trial court’s ruling in the plaintiffs’ favor, finding that immigration status, other than a lack of documented status, is a “suspect class” and that the law failed strict scrutiny review. While this case did not directly involve allegations of discrimination by an employer, it may have an important benefit for nonimmigrant employees who face discrimination based on their immigration status or national origin.

The plaintiffs have H-1B worker visas or TN temporary worker status, giving them the right to work in the United States for a limited time in a specified job. Each plaintiff had legally worked in the United States for six or more years. The court stated that twenty-two of the thirty-two plaintiffs had applied to obtain green cards. The six-year maximum H-1B period had expired for sixteen of the plaintiffs, so they had obtained Employment Authorization Documents from immigration officials to allow them to remain in the U.S. and continue working during review of their applications.

All of the plaintiffs had New York pharmacy licenses issued through a waiver program in New York Education Law § 6805(1)(6). The law states that pharmacy licenses are only available to citizens and permanent residents, but the waiver extended the availability of licenses to people with certain nonimmigrant visas. The plaintiffs’ pharmacy licenses became void when the waiver expired in 2009.
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January 15, 2013

Former Game Show Model Receives $8 Million Verdict in Pregnancy Discrimination Suit

by Resnick Law Group, P.C.

A former model on the long-running daytime game show “The Price is Right” received a verdict totalling over $8 million in a suit against the show’s producers. The plaintiff alleged that the producers unlawfully discriminated against her because of her pregnancy by firing her after she took leave to give birth. Federal law prohibits discrimination in employment based on a worker’s gender, and includes pregnancy discrimination as a form of gender bias. Laws in most states, including New Jersey, include similar prohibitions.

Brandi Cochran worked as a model on the show for several years before becoming pregnant. She alleged in her complaint that she witnessed discrimination by the show’s producers against other models who became pregnant, and so decided not to reveal her pregnancy for some time in order, she believed, to protect her job. When Cochran informed one of the producers, the producer told her she knew, citing Cochran’s weight gain. Cochran alleged that another producer, upon learning of the pregnancy, began to avoid interacting with her and suggested that he would have fired her had he known of the pregnancy.

Cochran claimed that the producers made her announce that she was pregnant with twins on the air. After the announcement, she alleged, the producers reduced her work load. She also allegedly received ridicule regarding her weight gain from co-workers. Cochran miscarried one of the twins, and she gave birth to the other three months premature. The child had severe health problems, and Cochran said she had to balance caring for the child and attempting to lose weight so she could return to the show. She claimed that the producers would not commit to a return date, and she eventually learned that she had been fired after she was removed from the show’s website.
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January 7, 2013

Firing Employee Due to Concerns of Employer’s Wife is Not Unlawful Gender Discrimination, According to Iowa Supreme Court

by Resnick Law Group, P.C.

In a decision that has already created a firestorm of controversy, the Iowa Supreme Court ruled that a dentist did not unlawfully discriminate against an employee based on her gender when he fired her because of his attraction to her. The court acknowledged in Nelson v. James H. Knight, DDS, P.C., No. 11-1857 (Iowa, Dec. 21, 2012), that the employer’s actions were unfair, but concluded that they were not motivated by the employee’s gender. Concerns over the employer’s marriage, the court found, was the primary reason for the firing. The court held that this was lawful even though the employee had done nothing wrong, but it also noted the potential for this decision to enable future employers to make similar claims in an attempt to justify otherwise unlawful firings.

The plaintiff, Melissa Nelson, began working for Dr. James Knight’s dental practice in 1999, when she was twenty years old and just out of school. She worked for him for ten-and-a-half years as a dental assistant. Both were married and had children by 2009, and Nelson testified that she viewed Knight as a “friend and father figure.” Slip op. at 3. Knight reportedly began to complain to Nelson during the last year and a half of her employment that her attire was inappropriate for the workplace, although Nelson denied wearing clothing that was too tight or otherwise inappropriate.

During the last six months of her employment, the two began communicating via text message. Some of the texts discussed matters of a sexual nature, but none indicated a sexual relationship between the two. Nelson said that she was not uncomfortable with the correspondence, although some of Knight’s texts could be described as explicit, such as a reference to bulging pants caused by her revealing clothing. Knight’s wife, who also worked for his practice, discovered their text correspondence in late 2009, and complained to him about it, calling it a “big threat to [their] marriage.” Id. at 4. In consultation with the couple’s pastor, Knight decided it was best to fire Nelson. He informed her of her termination on January 4, 2010, by reading a prepared statement with another pastor present. Knight acknowledged that Nelson had done nothing wrong, and that she was his best dental assistant. He later hired another woman to replace Nelson, and has always employed female dental assistants.
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