ARTIFICIAL INTELLIGENCE [AI] IS NOT USED, IN WHOLE OR IN PART, IN PREPARING NYPPL SUMMARIES OF JUDICIAL AND QUASI-JUDICIAL DECISIONS

Nov 12, 2011

Decisions of interest involving Government and Administrative Law

Decisions of interest involving Government and Administrative Law
Source: Justia November 11, 2011



Court: U.S. 1st Circuit Court of Appeals
Docket: 11-1080
November 10, 2011
Judge: Thompson
Areas of Law: Government & Administrative Law, Labor & Employment Law
Plaintiff, an employee of the VA, was accused of committing fraud with respect to a work-related injury. Her employment was terminated. When mediation failed, plaintiff was notified that she had 15 days to file a complaint with the EEOC. Her attorney failed to comply with the deadline and the EEOC dismissed her complaint. The district court dismissed a complaint of disability discrimination. The First Circuit affirmed. Both the Americans with Disabilities Act, 42 U.S.C. 12112(a) and the Civil Rights Act, 42 U.S.C. 2000e, require exhaustion of administrative remedies. Plaintiff did not establish the factors required to toll the time limit: she and her attorney were aware of the limitation period; no motion for appointment of counsel was pending; the court did not lead plaintiff to believe she had done everything required; and no affirmative misconduct by the VA had lulled her into inaction.




Court: U.S. 1st Circuit Court of Appeals
Docket: 11-1339
November 10, 2011
Judge: Lynch
Areas of Law: Government & Administrative Law, Labor & Employment Law
A TSA worker developed a diabetic ulcer on his foot, was unable to work, and, after missing several months of work, was terminated from his position. The district court dismissed claims under the Aviation and Transportation Security Act (ATSA), 115 Stat. 597, and the Rehabilitation Act, 29 U.S.C. 791. The First Circuit affirmed, concluding that the ATSA clearly eliminates any cause of action under the Rehabilitation Act for TSA screeners.




Court: U.S. 7th Circuit Court of Appeals
Docket: 10-3340
November 7, 2011
Judge: HAMILTON
Areas of Law: Government & Administrative Law, Public Benefits
Mother applied for supplemental security income on her daughter's behalf shortly before daughter's s eighteenth birthday, claiming that daughter was disabled by a combination of mental impairments (including bipolar disorder) and by physical impairments resulting from a 2005 car accident. An administrative law judge found the collective impairments severe but not disabling. The Seventh Circuit reversed and remanded. The ALJ did not properly analyze the nion of a treating psychiatrist and did not adequately question vocational experts with respect to limitations on her concentration, pace, or persistence.




Court: U.S. 7th Circuit Court of Appeals
Docket: 10-3430
November 8, 2011
Judge: EASTERBROOK
Areas of Law: Government & Administrative Law, Professional Malpractice & Ethics
Plaintiff filed a charge with the EEOC accusing her employer, the Department of the Navy, of discriminating on account of race, sex, national origin, age, and disability. The EEOC found the charge unsupported. In the district court, neither party conducted discovery. Plaintiff sought judgment on the pleadings. The district judge denied the motion. After more than a year of inaction, the district judge dismissed the case for want of prosecution. Plaintiff's lawyer then filed an ex parte motion for relief from judgment, but did not serve the motion on his adversary or explain why a secret motion was authorized. The district judge denied the motion. Seventh Circuit affirmed, rejecting an argument that Local Rule 41.1 (the basis for dismissal for want of prosecution) violates the due process clause as "almost unintelligible." The court characterized the appeal as frivolous, stating that It bypassed the only possible argument:that the district judge abused his discretion by dismissing the suit without first warning about the risks of procrastination. The court gave plaintiff's attorney 21 days to show cause why he should not be subject to monetary sanctions for filing a frivolous appeal and violating Circuit Rule 30, and why he should not be censured, suspended, or disbarred on account of his apparent inability to practice competently and diligently in the federal courts.




Court: U.S. 9th Circuit Court of Appeals
Docket: 09-35892
November 7, 2011
Judge: Bybee
Areas of Law: Constitutional Law, Government & Administrative Law, Public Benefits
Plaintiff sued defendants, employees of the State of Washington's State Operated Living Alternative (SOLA) program, on behalf of herself and her daughter's estate under 42 U.S.C. 1983, alleging that defendants deprived her daughter of her Fourteenth Amendment substantive due process right to safe physical conditions while in involuntary state custody. Plaintiff subsequently appealed the district court's grant of summary judgment in favor of defendants. The court held that defendants had no constitutionally required duty of care towards plaintiff's daughter because there was no special relationship between her daughter and the state and there was no state-created danger. Therefore, the court affirmed the judgment of the district court.




Court: U.S. 10th Circuit Court of Appeals
Docket: 11-3040
November 10, 2011
Judge: Hartz
Areas of Law: Civil Rights, Constitutional Law, Criminal Law, Government & Administrative Law
Plaintiffs, a group of inmates in the custody of the Kansas Department of Corrections (KDOC), sued Defendant Roger Werholtz, Secretary of KDOC (the Secretary), under 42 U.S.C. 1983 and state law. They challenged two policies in the KDOC's Internal Management Policy and Procedure (IMPP), which requires money obtained by the inmate to be saved for use upon release from prison. "Plaintiffs' imprecise amended complaint appeared to contend" that these policies: (1) violated their private-property rights without due process, in violation of the Fifth and Fourteenth Amendments; (2) were unconstitutionally vague; (3) violated the federal and Kansas constitutional prohibitions on cruel and unusual punishment; and (4) imposed punishment in violation of the "principles of ex post facto." Contending that Plaintiffs had failed to state a claim and had failed to exhaust their administrative remedies, the Secretary filed a motion to dismiss or, in the alternative, to grant summary judgment. The district court granted the motion to dismiss, ruling that the compulsory-savings plans did not violate Plaintiffs' rights. Plaintiffs appealed. Upon careful consideration of the Plaintiffs' appellate brief, the Tenth Circuit concluded that their argument failed on multiple levels to allege the violation of any constitutional right or a basis on which the Court could grant any relief. Accordingly, the Court affirmed the district court's dismissal.




Court: U.S. 10th Circuit Court of Appeals
Docket: 10-1473
November 8, 2011
Judge: Kelly
Areas of Law: Environmental Law, Government & Administrative Law, Real Estate & Property Law
Plaintiffs-Appellants Ark Initiative, Alex Forsythe, and Paul Smith appealed a district court's judgment in favor of the Defendants-Appellees, the U.S. Forest Service and its Chief. The district court upheld the Defendants' acceptance of a 2003 Master Development Plan (MDP), as well as a National Environmental Policy Act (NEPA) analysis, and decisions concerning a 2006 Snowmass Ski Improvements Project. On appeal, Plaintiffs argued that the Defendants violated NEPA by approving the project without examining certain cumulative effects-- namely, effects on water resources, endangered fish, forest habitats, and "other resources." Defendants countered that Plaintiffs failed to exhaust their claims, and that the NEPA does not require a federal agency to examine the cumulative effects of its proposed action with those of an unrelated proposal where the proposed action will not affect the resource concerns pressed by the Plaintiffs. Upon review, the Tenth Circuit concluded Plaintiffs failed to exhaust their administrative remedies, and affirmed the district court's judgment.




Court: U.S. D.C. Circuit Court of Appeals
Docket: 11-5047
November 8, 2011
Judge: Silberman
Areas of Law: Constitutional Law, Government & Administrative Law, Health Law
This suit involved a challenge to the "minimum essential coverage provision," which required all "applicable individual[s]" to purchase and maintain "minimum essential coverage" for each month beginning in January 2014 under the Patient Protection and Affordable Care Act (Act), Pub. L. No. 111-148, 124 Stat. 119. Appellants, four United States citizens and federal taxpayers, sought declaratory and injunctive relief to prevent various U.S. Government officials and agencies from enforcing the minimum essential coverage provisions. They argued that the mandate exceeded Congress's authority under the Commerce Clause and substantially burdened appellants' religious exercise, in violation of the Religious Freedom Restoration Act, 42 U.S.C. 2000bb et seq. The district court rejected appellants' challenge to the Act and they appealed. Despite questions raised as to the court's subject matter jurisdiction, the court concluded that it had jurisdiction and affirmed the district court's conclusion that the Act was constitutional.




Court: Alabama Supreme Court
Docket: 1100970
November 4, 2011
Judge: Bolin
Areas of Law: Government & Administrative Law, Labor & Employment Law
Petitioner Andrew Sutley petitioned the Supreme Court for a writ of mandamus to direct the Court of Civil Appeals to quash a May 2011 writ. In its nion, the appellate court directed the Montgomery Circuit Court to vacate its December 2010 order that added the Alabama State Personnel Board as a party to Petitioner's administrative appeal. The underlying matter arose from Petitioner's dismissal from his job as an Alabama State Trooper. Petitioner moved to add the Board as respondent to his appeal at the circuit court. The circuit court granted that motion five months after the Board entered its final order upholding Petitioner's dismissal. The Board then petitioned the Court of Civil Appeals for a writ of mandamus to order the circuit court to dismiss Petitioner's case as untimely. Upon its review of the record, the Supreme Court found Petitioner did not have a clear legal right to a writ of mandamus to direct the appellate court to quash its writ of mandamus. Accordingly, the Supreme Court denied his petition.



Court: Alaska Supreme Court
Docket: S-13340
November 10, 2011
Judge: Carpeneti
Areas of Law: Government & Administrative Law, Non-Profit Corporations, Real Estate & Property Law, Tax Law
Native nonprofit corporation Dena Nena Henash (d/b/a Tanana Chiefs Conference) applied to the Fairbanks North Star borough assessor for charitable-purpose tax exemptions on several of its properties. The assessor denied exemptions for five of the parcels, concluding that they did not meet the exemption’s requirements. The superior court affirmed the denial as to four of the properties and remanded the case for consideration of one property back to the assessor, who granted the exemption. The Nonprofit appealed the denial of exemptions for three of the remaining properties plus a portion of the fourth, and appealed the superior court’s award of attorney’s fees to the Borough. Because the properties in question were used exclusively for charitable purposes, the Supreme Court reversed the assessor’s determination on the four appealed properties, vacated the attorney’s fees award, and remanded for an award of fees.




Court: Idaho Supreme Court - Civil
Docket: 38012
November 10, 2011
Judge: Jones
Areas of Law: Government & Administrative Law, Real Estate & Property Law, Zoning, Planning & Land Use
Plaintiff-Appellant Kepler-Fleenor and several other property owners in Division III of the Sawtelle Mountain Subdivision challenged a district court's decision that an unnamed road in their subdivision was public by common law dedication. Although the road did not intrude on any lots in the subdivision, it straddled two lots, one of which belongs to Plaintiffs Joni Kepler-Fleenor and Kistin Fleenor, and the other of which belongs to Blue Sky Management, LLC. According to Plaintiffs, heavy construction traffic heading into and out of an adjoining subdivision was bothersome and was damaging the unnamed road. Plaintiffs installed a berm and a gate to block traffic on the road, but the County removed it believing the disputed road to be public. After the County removed the road obstructions, Plaintiffs filed this lawsuit seeking a judgment to declare the road as private. The district court granted the County’s Motion for Summary Judgment, holding that the plat unambiguously showed the disputed road to be dedicated to public use. Because the subdivision plat unambiguously dedicated the road, the Supreme Court affirmed the district court’s ruling.




Court: Idaho Supreme Court - Civil
Docket: 38116
November 7, 2011
Judge: Jones
Areas of Law: Government & Administrative Law, Tax Law
The City of Lewiston (City) enacted "Ordinance No. 4512" that created a stormwater utility and fee for the operation and maintenance of the its stormwater system. Five government entities (Entities) subject to the stormwater fee brought suit seeking a declaratory judgment that the fee was an unconstitutional tax requiring authorization by the Legislature. The Entities thereafter filed a motion for summary judgment. The City filed its cross-motion for summary judgment asserting that the stormwater fee was authorized pursuant to the City’s police powers, the Revenue Bond Act, the Local Improvement District Code, and various other provisions of the Idaho Code. Relying primarily on "Brewster v. City of Pocatello," (768 P.2d 765 (1988)), and finding no legislative authorization for the stormwater fee, the district court granted summary judgment in favor of the Entities, holding that the stormwater fee was an unconstitutional tax. The City filed an appeal of the district court's decision. Because the Supreme Court concluded that stormwater fee was an unauthorized tax, it held that the district court did not err in granting summary judgment in favor of the Entities.




Court: Idaho Supreme Court - Civil
Docket: 37186
November 9, 2011
Judge: Jones
Areas of Law: Government & Administrative Law, Real Estate & Property Law, Zoning, Planning & Land Use
Petitioner-Appellant Brian Sopatyk sought judicial review of the Lemhi County Board of Commissioners' decision to validate Anderson Creek Road, which ran the length of his property. He contended the road never became public and, if so, was abandoned. He also maintained that the validation was an unconstitutional taking, that it was error for the road easement to be validated at fifty-feet wide, that one of the commissioners was biased against him, that the road illegally invades federal public lands, and that the Board of Commissioners failed to explain why the validation is in the public interest. Upon review, the Supreme Court affirmed the validation decision, finding the road became public by legislative declaration in the late 1800s and was never abandoned.




Court: Maine Supreme Court
November 1, 2011
Judge: Gorman
Areas of Law: Business Law, Constitutional Law, Government & Administrative Law, Zoning, Planning & Land Use
The Witham Family Partnership challenged two decisions of the Town of Bar Harbor's Zoning Board of Appeals (Board) in connection with North South Corporation's application to construct a hotel. The Partnership attended two public hearings before the Board on North South's appeal of the planning board's denial of its application. The Board subsequently reversed the planning board's denial. The Partnership also filed its own appeal challenging the portion of the planning board's decision finding that North South's proposed project conformed to certain criteria for obtaining a building permit. The Board affirmed the planning board's decision. The Partnership then filed a Me. R. Civ. P. 80B complaint challenging the Board's decisions in both North South's appeal and in the Partnership's appeal. The superior court dismissed the complaint on grounds that the Partnership lacked standing. The Supreme Court reversed, holding that the Partnership had standing to challenge the Board's decision in both appeals in a Rule 80B review of those decisions.




Court: Maryland Court of Appeals
Docket: 9/11
October 28, 2011
Judge: Battaglia
Areas of Law: Business Law, Criminal Law, Government & Administrative Law, Real Estate & Property Law
The Maryland Real Estate Commission revoked the real estate licenses of Joel Pautsch pursuant to Md. Code Ann. Bus. Occ. & Prof. 17-322(b)(24)(i) based on Pautsch's convictions for child abuse. The circuit court affirmed after finding there was competent, material and substantial evidence to support the Commission's decision. The court of special appeals affirmed. The Court of Appeals affirmed, holding (1) there was substantial evidence upon which the Commission relief to support its finding that there was a nexus between Pautsch's convictions and his professional activities; and (2) the sanction was neither arbitrary nor capricious because Pautsch's crimes undermined his trustworthiness in dealing with the public during the course of providing real estate brokerage services and negatively impacted his character and reputation.




Court: Montana Supreme Court
Docket: DA 11-0048
October 27, 2011
Judge: Baker
Areas of Law: Energy, Oil & Gas Law, Environmental Law, Government & Administrative Law
NorthWestern Energy proposed constructing an electric transmission line from Montana to Idaho and submitted its application for a certificate from the Montana Department of Environmental Quality (DEQ). While preparing a draft of the Environmental Impact Statement (EIS), Jefferson County informed DEQ that it expected DEQ to consult with the County in determining the route. Jefferson County subsequently filed a petition for writ of mandamus and injunction relief against DEQ, (1) seeking an order requiring DEQ to comply with the Montana Environmental Policy Act and other environmental legislation, and (2) requesting DEQ be enjoined from releasing a draft EIS. NorthWestern subsequently intervened. The district court ruled in favor of Jefferson County after determining that DEQ had not satisfied its duty to consult with Jefferson County under Mont. Code Ann. 75-1-201(1)(c) and enjoined DEP from releasing the Draft EIS until it had done so. The Supreme Court reversed, holding (1) at this stage in the process, DEQ had not violated a clear legal duty to consult with the County prior to issuing its draft EIS; and (2) because the County had adequate legal remedies once DEQ rendered a final agency action, the County was not entitled to mandamus or injunctive relief.




Court: Nebraska Supreme Court
Docket: S-10-960
November 4, 2011
Judge: Gerrard
Areas of Law: Government & Administrative Law, Insurance Law, Labor & Employment Law
The City of Scottsbluff implemented changes to police officers' health insurance coverage and related benefits without bargaining with the Scottsbluff Police Officers Association (the Union). The Union filed a petition with the Nebraska Commission of Industrial Relations (CIR), alleging that the City violated Nebraska's Industrial Relations Act (IRA) by unilaterally implementing changes in the health insurance hazardous activities exclusion and by unilaterally changing the group health care benefits. The CIR (1) determined that the City violated the IRA, ordered the City to return the parties to the status quo ante, and ordered the parties to commence good faith negotiations within thirty days; and (2) determined that the Union had not violated the IRA in refusing to execute a previously ratified agreement. The Supreme Court affirmed in part and reversed in part, holding (1) the portion of the CIR's order requiring the parties to commence good faith negotiations on the health insurance issues was affirmed; and (2) the Union's refusal to execute the previously ratified agreement constituted a prohibited practice under the IRA. Remanded to determine what remedies were available to the City for the Union's violation.




Court: Ohio Supreme Court
Docket: 2010-1754
November 1, 2011
Judge: Per Curiam
Areas of Law: Government & Administrative Law, Real Estate & Property Law, Tax Law
Ohio State University filed an application to exempt a two-story building to which it had title, predicating the exemption claim on Ohio Rev. Code 3345.17, which provides that state-university property is exempt for real property taxation if it is "used for the support of such university." The tax commissioner granted tax-exempt status, and the Board of Tax Appeals affirmed. At issue on appeal was whether the property, which generated rental income from a first-floor commercial tenant and second-floor residential tenants, qualified for exemption to the extent that the income generated by the property was devoted to university purposes. The Supreme Court reversed the grant of exemption, holding that income-producing property may not be exempted under section 3345.17 unless the activity conducted on the property bears an operational relationship to university activities.




Court: Ohio Supreme Court
Docket: 2011-0441
November 1, 2011
Judge: Per Curiam
Areas of Law: Government & Administrative Law, Labor & Employment Law
The State Employment Relations Board (SERB) appointed Kay Kingsley as an administrative law judge (ALJ), which was a classified position. Several years later, the General Assembly enacted H.B. 1, which changed the position of SERB ALJ from the classified service to the unclassified service. That same year, SERB terminated Kingsley's employment. Kingsley requested a writ of mandamus to declare H.B. 1 unconstitutional as applied to her and to order SERB to recognize her as a classified employee and to reinstate her to her former ALJ position. The court of appeals dismissed Kingsley's mandamus complaint, determining that Kingsley had an adequate remedy in the ordinary course of law by way of an administrative appeal. The Supreme Court affirmed, holding that Kingsley did not set forth a viable claim for the requested extraordinary relief in mandamus as she had an adequate remedy by way of civil-service appeal to raise her claims.




Court: Utah Supreme Court
Docket: 20090742
October 28, 2011
Judge: Durham
Areas of Law: Environmental Law, Government & Administrative Law
Marilyn Hamblin, the owner of a water right as an alleged tenant in common, filed a permanent change application with the state engineer, seeking to change her water right's place of use and point of diversion. The engineer rejected Hamblin's application because Hamblin had established no beneficial use under the water right since at least 1980. The district court granted the engineer's motion for summary judgment, basing its decision primarily on the determination that Hamblin's water right had been forfeited by operation of law through nonuse. The Supreme Court reversed, holding (1) the state engineer lacked the authority to adjudicate water rights, and therefore, could not consider non-adjudicated forfeiture when reviewing a change application; and (2) instead, the engineer was limited to considering factors presented in Utah Code Ann. 73-3-8(1) when deciding whether to approve or deny a change application, but could stay change application proceedings while pursuing an adjudication of forfeiture.




Court: Vermont Supreme Court
Docket: 2011-020
November 4, 2011
Judge: Reiber
Areas of Law: Government & Administrative Law, Real Estate & Property Law, Tax Law
Taxpayer-Petitioner Michael Garbitelli appealed a superior court judgment that affirmed the Town of Brookfield Board of Abatement's denial of his request for a tax abatement. During a townwide reappraisal in 2007, Petitioner refused to allow the listers to inspect his property, other than the foyer and the basement. His property was assessed at $1.6 million. Petitioner then appealed this assessment, and the Supreme Court affirmed, noting that Petitioner had refused entry to the tax assessor and therefore failed to provide an adequate basis to demonstrate that the assessment was erroneous. Taxpayer later allowed entry to the listers for 2009, which resulted in an assessment of $957,000. Taxpayer then moved for a tax abatement for the years 2007 and 2008. The Board denied the request, finding that there was no mistake attributable to the listers since they were denied entry and were forced to use the best information available to them. Although the Supreme Court agreed with Petitioner's interpretation of the abatement statute’s meaning, it reached the same result as the superior court: "[Petitioner] argues principally that the 'extreme disparity' between $1.6 million and $957,000 is an 'obvious mistake' amounting to manifest error." The Court disagreed with that premise and affirmed the superior court.




Court: Virginia Supreme Court
Docket: 102477
November 4, 2011
Judge: Millette
Areas of Law: Business Law, Corporate Compliance, Government & Administrative Law
George Christian filed petitions for temporary injunction and declaratory relief, alleging that the clerk of the State Corporation Commission (SCC) failed to provide requested public records relating to all overpayments or unused payments that the Commission's authority to order a refund had lapsed, and any complaints or grievances arising therefrom. The SCC dismissed the petition, finding (1) no controversy existed given the clerk's timely response to Christian's request for records; and (2) because no controversy existed, it was not necessary to address Christian's other arguments, including whether the Virginia Freedom of Information Act (VFOIA) was applicable to the SCC. The Supreme Court affirmed, holding (1) a live controversy persisted because Christian would be entitled to recover his costs and fees if he prevailed; (2) however, the VFOIA was inapplicable to the SCC; and (3) therefore, Christian's assignments of error were resolved or rendered moot.




Court: Wyoming Supreme Court
Docket: S-11-0013
November 1, 2011
Judge: Golden
Areas of Law: Government & Administrative Law, Injury Law, Labor & Employment Law
The Wyoming Workers' Compensation Division denied Rick Bodily benefits for medical expenses related to his micro-lumbar discectomy for a herniated disc in his lower back after determining that Bodily's medical treatment was not related to his compensable work-related back injuries. The Office of Administrative Hearings (OAH) granted the Division's motion for summary judgment against Bodily. The district court affirmed. The Supreme Court reversed OAH's summary judgment, holding (1) genuine issues of material fact about causation of Bodily's disc herniation existed; and (2) the OAH erroneously acted as the trier of fact at the summary judgment stage in this case by weighing all the evidence and making credibility determinations.




Court: Wyoming Supreme Court
Docket: S-11-0072
November 9, 2011
Judge: Voigt
Areas of Law: Criminal Law, Government & Administrative Law, Insurance Law, Labor & Employment Law
Appellant Steven DeLoge, an inmate in the state penitentiary, was working in the kitchen when he was injured in an altercation with another inmate. Appellant filed a workers' compensation claim based on the injuries sustained from a head-butt from the other inmate. The Wyoming Workers' Safety and Compensation Division (Division) denied the claim. The Office of Administrative Hearings (OAH) concluded that Appellant's injuries were the result of illegal activity and were therefore not compensable under the Wyoming Worker's Compensation Act. The district court affirmed. The Supreme Court affirmed, holding that because the head-butt was a battery under the criminal statute then existing, and therefore an illegal activity, Appellant was not eligible for workers' compensation benefits.

Nov 11, 2011

The Doctrine of Res Judicata bars relitigating the same issues earlier decided by another tribunal

The Doctrine of Res Judicata bars relitigating the same issues earlier decided by another tribunal
Matter of Finkel v New York City Housing Authority, 2011 NY Slip Op 07914, Appellate Division, First Department

Affirming State Supreme Court’s dismissing Finkel’s Article 78 proceeding seeking to annul a 2010 New York State Division of Human Rights' determination dismissing his complaint for lack of jurisdiction, the Appellate Division said that the complaint filed with New York State Division of Human Rights was barred under the doctrine of res judicata because they were based on the same complaints filed by Finkel in federal court in 1990 and 1991, which claims were decided by the federal court on the merits.

Addressing another issue, the timeliness of the 2010 action, the court said it disagreed with Finkel’s claim that the Lilly Ledbetter Fair Pay Act of 2009 (the Fair Pay Act) applied to payments made pursuant to a pension structure.

The Appellate Division said that the language of the statute itself provides that "[n]othing in this Act is intended to change current law treatment of when pension distributions are considered paid," citing Public Law 111-2, §2[4]. Accordingly, said the court, "[t]he [Fair Pay] Act preserves the existing law concerning when a discriminatory pension distribution or payment occurs, i.e., upon retirement, not upon the issuance of each check."

As Finkel began receiving his retirement compensation in 1996, the Appellate Division concluded that the Fair Pay Act did not "reset" the statute of limitations for the claims related to his employer’s failure to pay Finkel back wages as ordered in a prior action, or with respect to any of the other claims.

Nov 10, 2011

Status in the civil service system


Status in the civil service system
Kern v NYS Dept. of Civil Service, 288 A.D.2d 674

Section 45 of the Civil Service Law concerns the civil service status of employees upon the acquisition of a private institution or enterprise by government. The Kern case concerns the reverse: what is the civil service status of public employees continued in employment upon the privatization of their former governmental operation?

Kenneth H. Kern and Mary Dickerson, former employees of the State Department of Health at the Roswell Park Cancer Institute [Institute], were transferred to the Roswell Park Cancer Institute Corporation [Corporation] together with all other employees the Institute.

The Corporation was created in 1997 as a public benefit corporation by the Roswell Park Cancer Institute Corporation Act [Public Authorities Law Section 3553 enacted by Chapter 5, Section 2, Laws of 1997]. The Corporation and its employees are subject to the Civil Service Law and have the rights of State employees for purposes of the applica­ble provisions of the Civil Service Law, "[e]xcept as provided by [the Act] and rules issued pursuant thereto" ... pursuant to an internal merit system administered by a merit board.

Kern and Dickerson filed applications to take the New York State 1999 Promotional Test Battery Examination No. 01-001. Their applications were rejected by the State Depart­ment of Civil Service because they did "not have permanent competitive status as [State employees]". After exhausting their administrative appeals to the State Civil Service Commission, Kern and Dickerson sued.

A Supreme Court justice dismissed their petition, ruling that the Civil Service Law ap­plied only to public corporation employees' rights within the corporation. Kern and Dickerson appealed, contending that employees of the corporation had the same rights as State employees under the Civil Service Law, including the right to take State promotion­al examinations pursuant to Civil Service Law Section 52.

The Appellate Division said that Kern's and Dickerson's rights were a function of the Legislature's intent based on the "plain meaning" of Chapter 5 of the Laws of 1997.

The court's conclusion:

While it is true that the Act expressly provides in general terms for civil service cover­age, collective bargaining rights and retirement rights for corporation employees ... it is also apparent that the Legislature elected not to confer upon the employees of the corpo­ration all the benefits of the Civil Service Law inasmuch as the Act provides a specific procedure whereby they are ranked, compensated and promoted pursuant to an internal merit system specifically laid out in the legislation.

According to the decision, the Corporation's merit system operates independently of the State civil service system. Evidence of this independence: corporation positions are clas­sified separately and are not necessarily based upon the same criteria as might be applied in the classification of positions in State service.

Dismissing their appeal, the Appellate Division pointed out that the Legislature could have granted the full benefits of the civil service system to Corporation employees as it had done in adopting legislation concerning employees of the New York State Thruway Authority, the State's Environmental Facilities Corporation and the Nassau Health Care Corporation, had it chosen to do so.

As a general rule, unless the law specifically makes the Civil Service Law applicable to the employees of a public benefit corporation, such persons are not subject to its provi­sions. For example, although Section 8087 of the Unconsolidated Laws provides that the employees of the New York City Off-track Betting Corporation are subject to the Civil Service Law and "other laws applicable to civil service personnel," statutes creating other OTBs do not include such a provision. Accordingly, the Court have ruled that employees of such other OTBs are not in the public service for the purposes of the Civil Service Law.

Sometimes legislation may be enacted that provides for the retention of certain benefits when a State worker's status changes but he or she remains an employee of the State. For example, Section 355-a(10)(a) of the Education Law provides that an employee of the State University in the classified service whose position is jurisdictionally reclassified to the unclassified service "shall retain the rights and privileges of his [or her] classified service jurisdictional classification with respect to discipline, dismissal and suspension for as long as he [or she] remains in the redesignated position."


Attorney-client privilege may not protect confidential e-mail transmittals between an employee and his or her attorney posted from employer's computer


Long v. Marubeni America Corp., No. 05 Civ. 639 (GEL) (KNF), 2006 WL 2998671 (US District Court, Southern District of New York.

An employee used his employer’s computer while at work to send e-mails to his attorney. Such use was in violation of his employer’s policy barring the use of work computers for personal business. In addition, the employee was aware of his employer’s policy statement advising workers that company computers were monitored for Internet activity, including e-mail traffic.

As a result, the e-mails to and from his attorney sent using the employer's computers were held not to be confidential communications protected by the attorney-client privilege.

The court ruled that the employee knew, or should have known, about his employer’s Internet monitoring policy. Accordingly, when he disregarded it, his emails to his attorney lost any protection that the doctrine of attorney-client privilege would have otherwise provided such communications.


Appealing a disciplinary termination


Stevens v McGraw CSD, App. Div., 261 AD2d 698, leave to appeal denied 93 NY2d 816

McGraw Central School District bus driver Arthur Stevens' failure to comply with Education Law Section 3813 proved fatal to his challenging his dismissal from his position following a disciplinary hearing pursuant to Section 75 of the Civil Service Law.

Section 75 disciplinary charges were filed against Stevens alleging that he permitted unacceptable behavior on his bus, was absent without leave, inaccurately reported his work time, and failed to comply with his supervisor's directives as well as with district rules and procedures.
The hearing officer found Stevens guilty of seven of the charges preferred against him and recommended that he be discharged. The district accepted the hearing officer's findings and recommendation.

When Stevens challenged his termination, the district raised the technical defense that he had failed to comply with notice requirements set out in Section 3813 of the Education Law.[1]

The Appellate Division affirmed a lower court's ruling dismissing Stevens' Article 78 action, holding that "the mere fact that he seeks only reinstatement to his former position, as opposed to reinstatement coupled with back pay and benefits, does not exempt him from the requirements of Education Law Section 3813, as a review of the petition makes clear that [Stevens] nonetheless primarily is seeking to enforce a private right."

Section 76 of the Civil Service Law gives a person found guilty of charges brought pursuant to Section 75 a statutory right to appeal the penalty imposed to the responsible civil service commission or, in the alternative, to the courts pursuant to Section 78 of the CPLR. However, the Appellate Division's ruling in Stevens holds that an employee of a school district or a BOCES, as a condition precedent to his or her filing an Article 78 appeal challenging the disciplinary action, must file a timely notice of claim with the district or BOCES.

In contrast to the court’s ruling that Stevens had to comply with the mandates in Section 3813, in Sephton v Board of Education of the City of New York, 99 AD2d 509, the Appellate Division, Third Department, ruled that "the 'tenure rights' of teachers are ... considered a matter in the public interest and therefore Section 3813 is not applicable to cases seeking to enforce such rights."

The fact that the Civil Service Law provides an aggrieved employee with a statutory right to appeal an adverse disciplinary action to a civil service commission or to the courts should have the same standing with respect to such an employee's "tenure rights" as does Section 3020-a.5 insofar as the "tenure rights" of educators are concerned.

In any event, although it appears that exceptions to the Section 3813 "notice of claim" requirement exist, it would be prudent for an aggrieved party to file a timely notice of claim with a school district pursuant to Section 3813 rather than try to persuade a court that it was not necessary to do so in a particular situation at some later date.


[1] Section 3813 Presentation of claims against the governing body of any school district or certain state supported schools. 1. No action or special proceeding… shall be prosecuted or maintained against any school district, board of education, board of cooperative educational services, school … or any officer of a school district, board of education, board of cooperative educational services, or school … unless it shall appear… that a written verified claim upon which such action or special proceeding is founded was presented to the governing body of said district or school within three months after the accrual of such claim [emphasis added], and that the officer or body having the power to adjust or pay said claim has neglected or refused to make an adjustment or payment thereof for thirty days after such presentment

Nov 9, 2011

Empire State Youth Orchestra invited to perform in China and South Korea

Empire State Youth Orchestra invited to perform in China and South Korea

The 90 musicians comprising the Empire State Orchestra have been invited to perform at the 2012 World Expo and at other locations in China and South Korea. Of particular note will be the orchestra's visit to and performance on Sorok Island where elderly Hansen's disease (leprosy) patients reside.  These people had had no exposure to western music until members of the London Philharmonic performed for them last year in what was called a "transformative experience" for both musicians and residents.

You may view a brief video presentation about ESYO’s participation in the 2012 World Expo and listen to the musicians perform at http://www.youtube.com/watch?v=T8zQrL3M9q8

As a regional organization, ESYO attracts students from over 75 public and private schools throughout eastern New York State and western New England. Returning and potential members must pass a competitive audition for their positions.  ESYO students range in grade level from 4th through 12th.

If you wish to help support ESYO, you may make your tax-deductible gift on line at http://www.esyo.org/support/contributors.htm  or mail your contribution to ESYO, 432 State St, Schenectady, NY 12305 or telephone 518-382-7581 to make a donation.

For additional information about ESYO please go to http://www.esyo.org/esyo/history.htm

Hearing officer’s disciplinary determination vacated on the grounds that he had exceed his authority and failed to make a final award


Hearing officer’s disciplinary determination vacated on the grounds that he had exceed his authority and failed to make a final award
Matter of New York City Dept. of Educ. v Santino, 2011 NY Slip Op 32919(U), Supreme Court, New York County, Docket Number: 11401976/1, Judge Alexander W. Hunter Jr. [Not selected for publication in the Official Reports]

The NYC Department of Education [DOE] filed a CPLR Article 75 motion seeking to vacate the decision of a disciplinary hearing officer who, although finding the accused teacher guilty of incompetence and inefficiency, conduct unbecoming her position, and neglect of duty, directed her being “returned her to the classroom” for additional evaluation. 

DOE contended that the hearing officer had exceeded his jurisdiction and, or, so imperfectly executed it, that a final and definite award was not made. Judge Hunter agreed and granted DOE’s petition.

According to the decision, after finding the teacher guilty of a number of allegations, the hearing officer had directed DOE to return her to the classroom in “a school of its choosing” to undergo a new “evaluation period” of observation for a minimum of three months and he then reserved his decision as to a penalty to be imposed pending completion of the new evaluation.

DOD contended that the award must be vacated because the award was not final and definite; the penalty imposed by the hearing officer was unenforceable and the penalty was not one of the penalty options authorized by Education Law §3020-a.

Judge Hunter ruled that the hearing officer’s award was violative of two relevant provisions set out in the controlling collective bargaining agreement between the United Federation of Teachers and DOE.

In addition, the court found the hearing officer's award was indefinite and not final, and remanded the matter back to the same hearing officer to impose a penalty in accordance with Education Law §3020-a(4)(a). 

In the words of the court, “By forcing [DOE] to violate the UFT/DOE contract and by reserving his decision on a penalty, the matter submitted has not been resolved."

The decision is posted on the Internet at:

Proving disciplinary charges


Ferguson v Traficanti, 295 A.D.2d 786

Desiree Ferguson was found guilty of some of the thirty specifications of misconduct and incompetence filed against her. The hearing officer found Ferguson guilty of seventeen of these thirty specifications and recommended that she be dismissed from her position of Senior Office Assistant with the Schenectady City Court.

Among the specifications of misconduct and incompetence filed against her: excessive lateness, failure to carry out assigned duties properly, and actions in contradiction of established court procedure. The hearing officer's findings and recommendations were adopted by the appointing authority and Ferguson was dismissed from her position.

In sustaining the determination, the Appellate Division, Third Department noted that:

Findings of a Hearing Examiner will be confirmed if they are supported by substantial evidence in the record even where conflicting evidence may have supported a different determination.

What constitutes "substantial evidence" is the significant issue in such cases. The decision demonstrates some of the factors that courts weigh in determining whether there is substantial evidence to support the finding of the hearing officer.

The hearing officer found Ferguson guilty of seven of the 12 specifications concerning her alleged failure to perform assigned clerical tasks properly. The court said that "only six of the seven specifications should be confirmed based upon the testimony proffered by petitioner's supervisor."

Why? Because, explained the court, testimony that Ferguson had typed the incorrect labels because the witness "recognized the font from [Ferguson's] typewriter was insufficient since testimony also established that there were several typewriters in that office using that particular font."

As the witness could not testify that she witnessed Ferguson preparing these folders and Ferguson denied that the error was hers, the court said it could not conclude that there was sufficient evidence to support this allegation.

The hearing officer also found Ferguson guilty of six of thirteen specifications alleging that she improperly performing her duties by exceeding her authority or violating court policy. In this instance the court held that the record supported the hearing officer's findings, noting that Ferguson was advised of these problems in her performance in various performance evaluation, together with the need for her to improve in these areas.

With respect to disciplinary specifications focusing on Ferguson's use of the workplace to conduct personal business and engage in lengthy personal telephone calls, the Appellate Division ruled that the testimony of her superiors, confirmed by a co-worker, was sufficient to prove the allegations.

The court also said that it did not find any error in the hearing officer finding Ferguson guilty of 36 of the 48 allegations that she had arrived late for work on specified dates. These allegations, said the court were supported either by Ferguson's time sheets or by testimony from her superior or co-workers.

The Appellate Division declined to review the penalty imposed, as the more appropriate course is to remit the matter to the appointing authority for its reconsideration.

The court also said that it noted that Ferguson was given numerous oral admonitions and counseling memoranda warning her of further disciplinary action, such did not constitute "punishment" such that the present disciplinary proceeding could be deemed duplicative.

Teacher the target of sexual harassment complaints


Matter of Devany, Comm. of Education, Decision 14,747

Many public employers have adopted policies dealing with sexual harassment. The Devany case describes some administrative procedures that might be experienced in processing sexual harassment complaints under such an employer's policy. Here a parent challenged the content of classroom instruction by a teacher in accordance with administrative procedures established by the Massapequa Union Free School District Board of Education.

Eugene P. Devany alleging that his daughter Sara had suffered sexual harassment when the teacher encouraged to her students "to write and speak foul and vulgar terms and descriptions of illegal sexual activities" in the course of conducting a class in sex education.

School administrators investigated Devany's complaint, including interviewing the teacher, a teaching assistant who was present in the classroom when the discussion took place, various administrators and Devany. The superintendent concluded that the district's sexual harassment policy had not been violated. Devany appealed to the school board as provided by the policy.

After considering the results of the administrative investigation of Devany's allegations and "a thorough legal analysis of the district's sexual harassment policy and the applicable law," the school board concluded that the teacher's conduct did not constitute sexual harassment. In the words of the school board:

Although we disagree with the judgment exercised by the teacher - we find that no sexual harassment occurred - the acts in question, had an instructional purpose, were discussed in clinical terms, and this method of instruction was authorized by [the teacher's] supervisors.

The Board's decision also directed officials to "review the instructional techniques, and curriculum and make recommendations for such corrective measures as are necessary."

Devany appealed the Board's determination to the Commissioner of Education.[1]

The Commissioner dismissed Devany's appeal on technical grounds: Devany had neglected to "join a necessary party" -- the teacher herself. However, said the Commissioner, even if he had not dismissed Devany's appeal on procedural grounds, he would have dismissed it on the merits. Why? Because, said the Commissioner, subdivisions 13 and 33 of Section 1709 of the Education Law gives a board of education broad powers concerning the superintendence, management, and control of a school district.


Accordingly, the Commissioner said that he would not substitute his judgment for that of a board of education unless it is demonstrated that the board acted arbitrarily, capriciously, abused its discretion or failed to comply with applicable laws.


[1] Devany had also filed two complaints directly with the State Education Department's Teacher Discipline Unit, presumably seeking to have the teacher's license to teach suspended. The first such complaint concerned the underlying classroom incident; the second complained about the district's handling of the sexual harassment investigation and requested an investigation of the principal and the assistant superintendent. The Commissioner declined to consolidate these two complaints with Delaney's appeal, commenting that "an appeal before the Commissioner is not the proper forum to seek the suspension of a teacher's teaching certificate."

Training accidents


Brady v City of New Rochelle, App. Div., 2nd Dept., 296 AD2d 365

A police officer is injured while participating in a training program. May he or she sue the employer for negligence? In Brady the Appellate Division said the injured officer could not sue the employer for negligence.

Matthew Brady, a New Rochelle police officer, sued the City for "common-law negligence" after he was injured in a motorcycle accident during a police motorcycle training course.

The Appellate Division, Second Department, affirmed a lower court ruling dismissing Brady's action on the grounds that "Brady was performing his official duties as a police officer at the time of the accident." In other words, participating in training activities is "on-the-job" performance of duties.

Citing the decisions in Melendez v City of New York, 271 AD2d 416, and Flynn v City of New York, 258 AD2d 129, the court ruled that Brady's common-law negligence cause of action was barred by General Obligations Law Section 11-106.

Another reason given by the Appellate Division for blocking Brady's law suit: his "common-law negligence cause of action is barred on the ground that he received salary and medical benefits pursuant to General Municipal Law Section 207-c" as a result of his being injured in the course of his employment.


Nov 7, 2011

Vindicating a personal right


Cavanaugh v Board of Education of Huntington Union Free School District, 296 A.D.2d 369

The Cavanaugh decisions demonstrates the critical importance of filing a timely notice of claim when an individual plans to sue a school district concerning a matter solely involving his or her private interest.

Carlene Cavanaugh sued the Board of Education of Huntington Union Free School District for damages for alleged acts of employment discrimination in violation of Executive Law Section 296. Cavanaugh claimed that the school district forced her to resign from her position because it refused reasonably accommodate her disability. She also alleged that the district violated Section 296 by unlawfully discriminating against her because of her age.

Although Cavanaugh apparently was timely in filing her lawsuit, she failed to file a timely notice of claim with the school district.

The Appellate Division, Second Department, ruled that where an individual "seeks private relief for employment discrimination in violation of the Executive Law," the timely filing of a notice of claim required by Section 3813(1) of the Education Law is "a condition precedent to suit." The court cited the Court of Appeals ruling in Mills v County of Monroe, 59 NY2d 307, [certiorari denied 464 US 1018] as authority for its ruling.

Sometimes it may be possible to obtain court approval to file a "late notice of claim." However, the general rule is that if an aggrieved party fails to file a required notice of claim before the controlling statute of limitations expires, the courts do not have "jurisdiction" over the issue.

As the Cavanaugh decision implies, courts may find it necessary to distinguish between an employee's suing his or her employer in an effort to vindicate a private interest in contrast to his or her attempt to vindicate a public interest.

Bringing discredit on the employer


Wilburn v McMahon, 296 AD2d 805

From time to time disciplinary charges alleging misconduct because the employee's actions discredited the employer in the eyes of the public are filed against an employee. The Wilburn case is an example of such a case.

Douglas A. Wilburn, a New York State Trooper, was charged with, among other things, "engaging in conduct that tended to discredit [the] Division of State Police." Other charges alleged that Wilburn had left his assigned post without the approval of his superiors and that he used his position as a member of the Division of State Police to obtain information for a personal reason.

Wilburn admitted that he had obtained the e-mail addresses of two college students who had asked him for directions. He also admitted that he had sent e-mail to the students using the name "like2tryu2" with a subject heading of "BI MALE HERE."

Wilburn conceded that he had no "law enforcement" reason to obtain the names of the students nor their e-mail addresses and further acknowledged that the students had probably divulged their names to him only because he was a State Trooper.

The students became upset, angry and alarmed by these messages, especially since "like2tryu2" indicated that he knew the students. When they discovered Wilburn's identity, the students registered complaints with the Division of State Police.

Wilburn's defense: his motivation was altruistic and, at worst, constituted excusable poor judgment. Found guilty of the charges, Wilburn was dismissed from his position. He then initiated an Article 78 action, claiming that (1) there wasn't substantial evidence in the disciplinary record to support a determination of guilt and (2) the penalty imposed -- termination -- was too harsh.

The Appellate Division found that there was substantial evidence in the record to support the Superintendent's determination and, further, under the circumstances termination did not violate the Pell standard [Pell v Board of Education, 34 NY 2d 222] in that it was not so disproportionate as to shock one's sense of fairness.

The court said that regardless of the merit of Wilburn's testimony regarding his motivation, which, in fact, was specifically rejected by the disciplinary hearing panel, "the fact remains that he used his position as a State Trooper to obtain information for personal reasons, i.e., purposes unrelated to his law enforcement duties." Further, one of the students he contacted testified that he "didn't expect that to happen from a State Trooper" and the other "wonder[ed] what kind of people they hire if they're going to do that". Such testimony, said the Appellate Division, supported a finding that Wilburn's conduct tended to discredit the State Police.

As to Wilburn's argument that the penalty imposed, dismissal from the service, was disproportionate to the offenses he had committed, the court noted that the Division "did not rely solely upon the subject charges in determining the penalty." Rather, said the court, the Division "properly considered [Wilburn's] employment record over 10 years which contained approximately 16 founded complaints, including, neglect of duty and incompetence."

The court commented that the Superintendent "properly considered" Wilburn's employment history with the Division in setting the penalty.

Sometimes the use of the employee's personnel record by the disciplinary hearing officer or arbitrator to determine the severity of the penalty to be imposed on an employee found guilty of one or more of the charges filed against him or her is challenged by the individual.

The general rule applied by the courts when asked to determine if the employee's personnel record was lawfully considered in setting the disciplinary penalty is that the employee's personnel records may be considered in setting a penalty, provided the employee is advised that this will be done and is given an opportunity to comment on the contents of his or her personnel file.

The case usually cited as authority for this proposition is Bigelow v Trustees of the Village of Governour, 63 NY2d 470.

Further, the employee's consent is not required in order for the hearing officer or arbitrator to consider the employee's personnel record in determining an appropriate penalty.

In some cases the employee's work history may serve to mitigate the imposition of a harsher penalty than would be appropriate under the circumstances because of the individual's otherwise exemplary performance record. Sometimes the individual may request that his or her entire personnel record be considered in order to mitigate the penalty to be imposed.

In contrast, a history of a series of petty offenses by the individual may have a cumulative impact in the determining the appropriate penalty to be imposed. For example, courts have sustained the dismissal of an employee for a series of misdeeds that if considered individually would not have been viewed as justifying termination.

Responsibility of employers in cases of sexual harassment

Ellerth v Burlington Ind., CA7, 102 F.3d 848 

The law places a heavy burden of responsibility on employers in cases of sexual harassment. Even if the employer was unaware of the harassment and the harasser was breaking company rules in his or her behavior, the employer may still be judged liable.

The pertinent law can be confusing and is not well understood by many personnel directors and union leaders, even those with experience handling sexual harassment cases. However, courts consider the standard that they apply to be uncontroversial. Circuit Judge Diane Wood explained the law in her decision in the Ellerth case.

The Ellerth case concerned a male vice president of marketing who had a habit of staring conspicuously at a female employee's breasts and legs and made numerous sexual comments, including during her initial job interview. (He inquired whether she and her husband were planning to have a family -- an illegal question, to be sure -- and whether they were "practicing" at it.) In a hotel lounge during a business trip, he told her that she should "loosen up" and that "I could make your job very hard or very easy at Burlington."

Although such behavior continued for more than a year, the employee never complained to her direct supervisor or the human resources department as called for in the company's policy against sexual harassment. The question the court focused on was whether an employer is held liable for a supervisor's conduct.

The answer is sometimes.

The U.S. Supreme Court addressed the issue in its landmark 1986 decision in Meritor Savings Bank v Vinson, 477 U.S. 57, in which the justices declared that sexual harassment is a form of sex discrimination prohibited by Title VII. In that decision, the Supreme Court rejected the view that employers are "automatically" or "absolutely" liable for the actions of supervisory personnel. At the same time, the Court rejected the notion that a company that has a policy against harassment and a grievance procedure is necessarily insulated from liability, even if the employee fails to file a grievance.

Instead, the justices stated that courts should determine employers' liability by relying on the old legal concept of agency, which holds that a master is responsible for the actions of a servant if the servant was aided in the action by the existence of an "agency relation" to the master.
For instance, suppose there is evidence that a rental agent named Hurdelbrink discriminated when showing apartments to prospective tenants. The owner of the building, Balistrieri, argues that there is nothing to link the discriminatory acts to him. Is the owner still liable for Fair Housing Act violations? Yes, the Seventh Circuit ruled in U.S. v Balistrieri, CA7, 981 F2nd 916 (1992):

In any event, Hurdelbrink was acting as Balistrieri's agent. Her duties as agent were to show apartments and to do the other things--such as quoting rents and stating rental conditions--that go along with that job. Hurdelbrink was acting within the scope of her authority--either actual or apparent--when she committed her discriminatory acts. As we have previously held ... "a principal is liable for the wrongful acts of its agent."

In a nutshell, liability depends on whether a supervisor was "acting in the scope of (his or her) employment" in committing the acts of harassment.

If the employee was breaking a company rule in the behavior, that means they were not acting in the scope of their employment, right? Wrong. If the employee broke a rule -- or even committed a crime -- this does not shield the employer from liability. In a case involving a hotel vice president who actually raped and sodomized an employee during working hours, the Fourth Circuit found the corporate employer to be liable for the sexual harassment. The test, the court held, "is not whether the ... act itself is a transaction within the ordinary course of the business of the [employer], or within the scope of the [employee's] authority, but whether the service itself in which the ... act was done was within the ordinary course of such business or within the scope of such authority." Martin v Cavalier Hotel Corp., CA4, 48 F3rd 343 (1995), at 1351.

In the specific case of Ellerth and Burlington Industries, Judge Wood, a Clinton appointee, ruled that it is possible that the company is liable and that a jury trial should be permitted. Wood and other circuit judges overturned a summary judgment by a U.S. District Court dismissing the lawsuit.

"The district court erred in believing that the relevant conduct was the harassment itself and that the harassment somehow needed to serve the employer's purpose before "scope of employment" liability could result," Wood wrote.

The mere fact that the offenses occurred during working hours and in the context of a working relationship that benefited the employer is sufficient to establish the harasser was acting in the scope of his employment, Wood wrote. "(M)ost of his actions took place in the workplace, during working hours, and they were directed toward an employee over whom he had substantial authority. In some cases they occurred off-premises, but only in the context of business luncheons or work-related travel ... Nothing ever happened on entirely personal time or circumstances."

Indeed, the supervisor's innuendoes that there would be a quid pro quo for sexual favors were "directly related to his corporate position," Wood wrote.

Under agency law, Burlington's liability for the actions of its supervisor taken within the actual or apparent scope of his employment does not depend on whether someone else at the company knew or should have known that the supervisor was abusing the authority he had been given, Wood wrote. "The common law of agency places the responsibility on the employer to monitor the supervisory employees to whom it has entrusted special powers, to ensure that those powers are not misused."

NYPPL Publisher Harvey Randall served as Principal Attorney, New York State Department of Civil Service; Director of Personnel, SUNY Central Administration; Director of Research, Governor’s Office of Employee Relations; and Staff Judge Advocate General, New York Guard. Consistent with the Declaration of Principles jointly adopted by a Committee of the American Bar Association and a Committee of Publishers and Associations, the material posted to this blog is presented with the understanding that neither the publisher nor NYPPL and, or, its staff and contributors are providing legal advice to the reader and in the event legal or other expert assistance is needed, the reader is urged to seek such advice from a knowledgeable professional.

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Subsequent court and administrative rulings, or changes to laws, rules and regulations may have modified or clarified or vacated or reversed the information and, or, decisions summarized in NYPPL. For example, New York State Department of Civil Service's Advisory Memorandum 24-08 reflects changes required as the result of certain amendments to §72 of the New York State Civil Service Law to take effect January 1, 2025 [See Chapter 306 of the Laws of 2024]. Advisory Memorandum 24-08 in PDF format is posted on the Internet at https://www.cs.ny.gov/ssd/pdf/AM24-08Combined.pdf. Accordingly, the information and case summaries should be Shepardized® or otherwise checked to make certain that the most recent information is being considered by the reader.
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