Justia U.S. 2nd Circuit Court of Appeals Opinion Summaries

T.W., a Harvard Law School graduate with disabilities, sued the New York State Board of Law Examiners for denying her requested accommodations on the New York State bar exam in 2013 and 2014. She alleged violations of Title II of the Americans with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act. T.W. claimed that the Board's actions caused her to fail the bar exam twice, resulting in professional and financial harm.The United States District Court for the Eastern District of New York initially denied the Board's motion to dismiss, finding that the Board had waived its sovereign immunity under the Rehabilitation Act. However, the United States Court of Appeals for the Second Circuit reversed this decision, holding that the Board was immune from suit under Section 504. On remand, the district court granted the Board's motion to dismiss T.W.'s Title II claim, ruling that the Board was an "arm of the state" and entitled to sovereign immunity. The court also held that Title II did not abrogate the Board's sovereign immunity for money damages and that T.W. could not seek declaratory and injunctive relief under Ex parte Young.The United States Court of Appeals for the Second Circuit affirmed the district court's decision. The court held that the Board is an arm of the state and thus entitled to sovereign immunity. It further concluded that Title II of the ADA does not validly abrogate sovereign immunity in the context of professional licensing. Additionally, the court found that the declaratory relief sought by T.W. was retrospective and therefore barred by the Eleventh Amendment. The court also ruled that the injunctive relief sought by T.W. was not sufficiently tied to an ongoing violation of federal law, making it unavailable under Ex parte Young. Consequently, the court affirmed the dismissal of T.W.'s claims for compensatory, declaratory, and injunctive relief. View "T.W. v. New York State Board of Law Examiners" on Justia Law

Emilee Carpenter, a wedding photographer, filed a preenforcement challenge against New York’s public accommodations laws, which prohibit discrimination based on sexual orientation. Carpenter argued that these laws violated her First and Fourteenth Amendment rights by compelling her to provide photography services for same-sex weddings, which she claimed conflicted with her religious beliefs. She sought declaratory and injunctive relief, including a preliminary injunction to prevent enforcement of the laws against her.The United States District Court for the Western District of New York dismissed all of Carpenter’s claims. The court found that Carpenter had not sufficiently pled that the public accommodations laws violated her rights to free speech, free association, free exercise of religion, or the Establishment Clause. The court also rejected her claims that the laws were unconstitutionally overbroad or vague. Consequently, the court denied her request for a preliminary injunction as moot.The United States Court of Appeals for the Second Circuit reviewed the case. Following the Supreme Court’s decision in 303 Creative LLC v. Elenis, the appellate court agreed that Carpenter had plausibly stated a free speech claim. However, the court denied her request for a preliminary injunction at this stage, remanding the case to the district court for further proceedings to develop a factual record. The appellate court affirmed the district court’s dismissal of Carpenter’s other claims, including those related to free association, free exercise of religion, the Establishment Clause, and vagueness. The court concluded that the public accommodations laws were neutral, generally applicable, and did not provide for individualized exemptions that would undermine their general applicability. The court also found that Carpenter had waived her overbreadth claim due to inadequate pleading and briefing.The Second Circuit thus affirmed in part, reversed in part, vacated in part, and remanded the case for further proceedings. View "Carpenter v. James" on Justia Law

Nicole Costin, individually and on behalf of her minor son, filed a lawsuit against Glens Falls Hospital and several of its staff members. Costin alleged that the hospital discriminated against her due to her substance-abuse disorder, violating the Americans with Disabilities Act and the Rehabilitation Act. She also raised state-law claims. Costin's allegations included the hospital conducting drug tests without informed consent, reporting her to the New York State Child Abuse and Maltreatment Register based on a false positive drug test, withholding pain relief, accelerating her labor without consent, and refusing to correct their actions.The United States District Court for the Northern District of New York dismissed Costin’s action, concluding that she failed to plausibly allege that she was discriminated against due to her disability. The district court also declined to exercise supplemental jurisdiction over her state-law claims.The United States Court of Appeals for the Second Circuit affirmed in part, vacated in part, and remanded the case for further proceedings. The court agreed with the lower court's dismissal of Costin’s claims related to the denial of an epidural, acceleration of labor, and treatment of her newborn. However, the court disagreed with the dismissal of Costin’s claims related to the hospital's instigation of a Child Protective Services investigation and its administration of a drug test. The court found that Costin had plausibly alleged that these actions were based on discriminatory policies, not medical decisions. The court also vacated the lower court's decision to decline supplemental jurisdiction over Costin’s state-law claims. View "Costin v. Glens Falls Hospital" on Justia Law

The case involves Travis Woods, a wheelchair user, who sued the Central New York Regional Transportation Authority and its subsidiary Centro of Oneida, Inc. (collectively, "Centro"), which operate the public bus service in Oneida County. Woods claimed that Centro violated the Americans with Disabilities Act (ADA) and the Rehabilitation Act by failing to provide wheelchair-accessible bus stops. He argued that the district court erred in granting summary judgment to Centro on his claims.The United States District Court for the Northern District of New York granted summary judgment to Centro, dismissing Woods's complaint. The court found that Centro's paratransit service and its flexible pick-up and drop-off policy were reasonable accommodations providing meaningful access to Centro’s bus service.On appeal, the United States Court of Appeals for the Second Circuit affirmed the district court's decision. The appellate court found that Woods's claims under sections 12147 and 12148 of the ADA failed as a matter of law. The court concluded that Woods had not shown that the altered portions of Centro’s bus stops were inaccessible or that Centro’s bus service was not readily accessible to individuals with disabilities. The court also found that Woods had not established that any modifications to Centro’s policies, practices, or procedures were necessary to avoid discrimination or to provide program access. Therefore, the court affirmed the judgment of the district court. View "Woods v. Centro of Oneida, Inc." on Justia Law

The case involves Roman Sharikov, an employee of Philips Medical Systems MR, Inc., who was terminated after refusing to comply with the company's COVID-19 health and safety policies, including a vaccination mandate. Sharikov alleged that Philips discriminated against him because it regarded him as having a disability or a record of a disability and retaliated against him after he objected to the measures.The United States District Court for the Northern District of New York dismissed Sharikov's claims, stating that he failed to state a claim upon which relief could be granted. The court found that Philips' company-wide COVID safety and vaccine policies did not infringe on Sharikov's rights under the Americans with Disabilities Act (ADA). The court also concluded that Sharikov failed to plead a plausible retaliation claim because the company-wide policies that he failed to comply with, resulting in the termination of his employment, were in place before he began his alleged protected activity.On appeal, the United States Court of Appeals for the Second Circuit affirmed the lower court's decision. The court agreed that Philips' company-wide COVID-19 health and safety measures did not discriminate against Sharikov under the ADA. The court also found that Sharikov failed to establish a causal connection between his protected activity and his termination, thus failing to state a plausible retaliation claim. View "Sharikov v. Philips Medical Systems MR, Inc." on Justia Law

Sanjay Tripathy, a former inmate in the New York correctional system, filed a lawsuit against state prison officials. He claimed that they forced him to enroll in a sex-offender program that required him to accept responsibility for his crimes, which he argued violated the Religious Land Use and Institutionalized Persons Act (RLUIPA) and the First Amendment. He also claimed that he was assigned to a more intensive tier of the program in violation of his due process rights, and that he was retaliated against after he challenged the program by filing grievances and this lawsuit.The United States District Court for the Western District of New York dismissed Tripathy's claims. The court ruled that his claim for damages under RLUIPA was barred by precedent that the statute does not permit individual-capacity damages. The court also found that his demands for injunctive and declaratory relief became moot when his state convictions were vacated and he was released from prison. Regarding his constitutional claims, the court concluded that Tripathy’s free exercise claim under the First Amendment was barred by qualified immunity, that he lacked standing to seek damages for his due process claim under the Fourteenth Amendment, and that he failed to state a claim for retaliation in violation of the First Amendment.On appeal, the United States Court of Appeals for the Second Circuit affirmed the district court's decision. The appellate court agreed that Tripathy's claim for damages under RLUIPA was barred by precedent, that his demands for injunctive and declaratory relief were moot due to his release from prison, and that his constitutional claims were properly dismissed by the district court. View "Tripathy v. McKoy" on Justia Law

Jason Doherty, a former student at Purchase College, State University of New York, who has Asperger Syndrome, sued several administrators of the college under the Americans with Disabilities Act (ADA) for declaratory and injunctive relief and emotional distress damages. The lawsuit was initiated after the college issued no-contact orders against Doherty at the request of three other students during his freshman orientation in August 2017.The United States District Court for the Southern District of New York dismissed Doherty's claims, ruling that it lacked subject matter jurisdiction over his claims for declaratory and injunctive relief since they were moot, and that Doherty failed to state a claim for damages because emotional distress damages are not available under Title II of the ADA. The district court based its decision on the Supreme Court’s ruling in Cummings v. Premier Rehab Keller, P.L.L.C., which held that emotional distress damages are not available under the Rehabilitation Act, a law that Title II of the ADA explicitly tracks.On appeal, the United States Court of Appeals for the Second Circuit affirmed the district court's decision. The appellate court agreed that Doherty's claims for declaratory and injunctive relief were moot given that the no-contact orders were not disciplinary actions, were not part of his permanent record, and expired upon his graduation. The court also agreed that emotional distress damages are not available under Title II of the ADA, which explicitly tracks the remedies, procedures, and rights available under the Rehabilitation Act. Finally, the court ruled that Doherty had forfeited any claims for other damages. View "Doherty v. Bice" on Justia Law

The case involves Jane Doe, who sued the Franklin Square Union Free School District on behalf of herself and her minor daughter, Sarah Doe. The lawsuit was filed after the school district refused to grant Sarah an exemption from a school mask mandate implemented in response to the COVID-19 pandemic. Jane Doe argued that the school district violated the Due Process Clause of the Fourteenth Amendment and her claims under the Americans with Disabilities Act (ADA) and § 504 of the Rehabilitation Act.The United States District Court for the Eastern District of New York dismissed Jane Doe's constitutional claim, concluding that the school district's conduct survived rational basis review. The court also dismissed her federal statutory claims for failure to exhaust administrative remedies under the Individuals with Disabilities Education Act (IDEA).On appeal, the United States Court of Appeals for the Second Circuit concluded that the school district did not violate Jane Doe or Sarah’s constitutional rights by denying their request for an accommodation. However, the court agreed with Jane Doe that she was not required to satisfy the exhaustion requirement of the IDEA and held that the district court erred in dismissing Jane Doe’s ADA and § 504 claims. The court affirmed in part and reversed in part the judgment of the district court and remanded the case for further proceedings. View "Doe v. Franklin Square Union Free Sch. Dist." on Justia Law

Elaine Bart, a former supermarket manager, brought a lawsuit against her former employer, Golub Corporation, alleging gender discrimination under Title VII and state law. She was fired for falsifying food logs, a violation she admitted to but argued was not the sole reason for her termination. Bart claimed that her supervisor made several remarks indicating that women were not fit for managerial roles, suggesting a gender bias.The United States District Court for the District of Connecticut granted summary judgment to Golub, reasoning that Bart's admission of the violation, which was the company's stated reason for her termination, resolved the pretext inquiry, defeating her claims. Bart appealed this decision.The United States Court of Appeals For the Second Circuit disagreed with the lower court's ruling. The Appeals Court held that a plaintiff need not necessarily show at the third stage of the McDonnell Douglas burden-shifting test that the employer’s stated justification for its adverse action was a pretext for discrimination. A plaintiff may also satisfy this burden by providing evidence that even if the employer had mixed motives, the plaintiff’s membership in a protected class was at least one motivating factor in the employer’s adverse action. Given Bart's testimony about her supervisor's remarks indicating gender bias, the court concluded that Bart met this burden, thus precluding summary judgment.Therefore, the Court of Appeals vacated the district court’s judgment and remanded the case for further proceedings consistent with its opinion. View "Bart v. Golub Corp." on Justia Law

The plaintiff-Appellant, Kristen King, claimed that her employer, Aramark Services Inc., subjected her to a sex-based hostile work environment, discrimination, and retaliation in violation of the New York State Human Rights Law and Title VII of the Civil Rights Act of 1964. The United States District Court for the Western District of New York dismissed King’s claims. However, the United States Court of Appeals for the Second Circuit affirmed the lower court’s decision on the New York State Human Rights Law claims but vacated the decision on the Title VII claims.The Court of Appeals agreed with the lower court that the impact of Aramark’s alleged discriminatory acts were only incidentally felt in New York. Regarding the Title VII hostile work environment claim, the court found that King’s termination was not only a discrete act supporting a distinct claim for damages, but also part of the pattern of discriminatory conduct that comprises her hostile environment claim. The court held that because King’s termination occurred within the limitations period, the continuing violation doctrine rendered King’s hostile work environment claim timely. Therefore, the court affirmed the lower court’s dismissal of King’s New York State Human Rights Law claims but vacated the dismissal of King’s Title VII claims and remanded the case for further proceedings on those claims. View "King v. Aramark Services Inc." on Justia Law