WHITNEY v. GREATER N. Y. CORP. OF SEVENTH-DAY ADV. No. 75 Civ. 484.
401 F.Supp. 1363 (1975)
Charlene WHITNEY, Plaintiff, v. GREATER NEW YORK CORPORATION OF SEVENTH-DAY ADVENTISTS, Defendant.
United States District Court, S. D. New York.
September 30, 1975.
Townley, Updike, Carter & Rodgers, New York City, for defendant; Joseph F. Kelly, Jr., William A. Alper, New York City, of counsel.
LASKER, District Judge.
Charlene Whitney sues Greater New York Corporation of Seventh-Day Adventists (Adventists), alleging unlawful employment practices in violation of Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e et seq., and denial of equal rights in violation of 42 U.S.C. § 1981.
On or about December, 1967 Whitney was hired by Adventists to be a typist-receptionist. In addition, "but not incidental to her employment," (Complaint, ¶ V, B) she rented an apartment in a multiple dwelling owned and operated by Adventists. According to her complaint, Whitney, a white woman, was discharged on April 21, 1969 and evicted on June 17, 1969 solely because she was maintaining a casual social relationship with one Samuel Johnson, a black man. She alleges that these actions were racially motivated and were the culmination of a series of threats and warnings to discontinue the friendship which began in September of 1968. She seeks compensatory and punitive damages in the amount of $300,000.
Pursuant to Rule 12, Federal Rules of Civil Procedure, the defendant moves to dismiss all or part of the complaint on the grounds that: 1) Whitney lacks standing to bring this action under either Title VII or § 1981 and the complaint fails to state a claim upon which relief can be granted; 2) the application of either statute in the circumstances of this case would violate the defendant's rights under the Free Exercise Clause of the First Amendment; 3) compensatory and punitive damages are not recoverable under either statute; 4) the allegation in ¶ V, K of a "reprisal action" must be stricken because it has not been presented to the Equal Employment Opportunity Commission (EEOC), as required by § 706, 42 U.S.C. § 2000e-5; and 5) the claim under § 1981 is time barred.
I. Plaintiff's Standing and Claim for Relief under Title VII
A. The Discharge
Section 703(a)(1) of the Civil Rights Act of 1964, 42 U.S.C. § 2000e-2(a)(1) (1974) makes it an unlawful employment practice for an employer
Adventists contends that the complaint is defective because it does not allege that Whitney was discharged because of her race but, rather, because of the race of her friend, Samuel Johnson, and that the law is settled that white plaintiffs cannot maintain a Title VII action because of alleged discrimination against a minority group member.
The argument is unpersuasive. Manifestly, if Whitney was discharged because, as alleged, the defendant disapproved of a social relationship between a white woman and a black man, the plaintiff's race was as much a factor in the decision to fire her as that of her friend. Specifying as she does that she was discharged because she, a white woman, associated with a black, her complaint falls within the statutory language that she was "discharge[d] . . . because of [her] race."
This reading of the statute is consistent with the administrative construction of the Act, a consideration which is entitled to "great weight." Trafficante v. Metropolitan Life Ins. Co.,
The cases cited by the defendant to support its contention are, with one exception, not on point. They deal with situations in which white persons attempted to use Title VII to solve employment problems where no racial discrimination of any kind was alleged, Rios v. Enterprise Association Steamfitters Local Union No. 638,
See Rios, supra, 520 F.2d at 356.
It is true that Ripp v. Dobbs Houses, Inc.,
B. The Eviction
The defendant's motion to dismiss the charge of a discriminatory eviction stands in a different posture. The complaint specifies that plaintiff's residence in the Adventists' building was "at no time . . . considered as a condition of employment," and was "not incidental to her employment." These facts exclude the possibility of stating a claim under Title VII, which is aimed solely at discrimination in employment.
II. The First Amendment Defense
Adventists moves to dismiss the entire complaint on the grounds that, even if
The court took pains to emphasize that its holding was limited to the "church-minister relationship" and that it was "expressly refraining from any decision as to other church employees of a type not involved in this controversy." Id. at 555.
The facts here do not fall within the holding of McClure. In this case we are dealing with the discharge of a typist-receptionist, not a minister. Nothing in the record indicates that, much less specifies how, Whitney's discharge was based on the doctrinal policies of the Seventh-Day Adventist Church or that the relationship between the church and its clerical help touches so close to the heart of church administration as to be protected by the First Amendment from the commands of Title VII. Accordingly, that portion of the motion based on the First Amendment is denied.
In her prayer for relief the plaintiff has not sought the traditional Title VII remedies of reinstatement and back pay, but rather, she has requested compensatory and punitive damages. Adventist moves to strike the prayer for compensatory and punitive damages on the ground that they are not recoverable under Title VII.
Section 706(g), 42 U.S.C. § 2000e-5(g) (1974) reads, in pertinent part:
The question whether this language should be construed to authorize the award of compensatory and punitive damages, traditionally classified as legal remedies, or whether it limits the court to the exercise of equitable powers only, is one of first impression in this Circuit. Other courts have differed in their conclusions.
Nowhere does the statute itself expressly authorize the award of damages, either general or punitive. Moreover, since such damages have historically been regarded as remedies at law, it is reasonable to argue from the language of the statute, which speaks solely in terms of equitable relief, that neither compensatory nor punitive damages are authorized by the Act. The monetary recovery contemplated by the back pay provision has been generally interpreted to constitute an award of restitution rather than damages. See, Curtis v. Loether,
Van Hoomissen v. Xerox Corp.,
Comparison to analogous statutes is illuminating. The provisions of § 706(g) follow the pattern of the National Labor Relations Act, 29 U.S.C. § 160(c), which provides, in relevant part for "affirmative action, including reinstatement with or without back pay." Neither punitive
Moreover, Title VIII (Fair Housing Provisions) expressly provides for an award of "actual damages and not more than $1,000. punitive damages." The Civil Rights Act of 1968, § 812, 42 U.S. C. § 3612 (1974). Although Title VIII was already law in 1972 when amendments to the remedial section of Title VII were enacted, Van Hoomissen v. Xerox Corp., supra, at 836, no such specific provision for punitive damages was included in the amendments. We are entitled to consider that the exclusion was deliberate. See EEOC v. Detroit Edison Co., supra, 515 F.2d at 309.
While none of these considerations standing alone may be dispositive, their cumulative effect is persuasive. This is particularly true in the absence of strong countervailing arguments.
In her brief Whitney places great reliance on a "federal court tradition [of granting] necessary relief to remedy a wrong once a cause of action is created by Congress." (Plaintiff's Brief in Opposition, at 9). The argument would have more force were it addressed to a statute with less specific remedial provisions. In Sullivan v. Little Hunting Park, Inc.,
Whitney also argues that "there are other evils resulting out of employment discrimination for which back pay is not a sufficient recompense." (Plaintiff's Brief in Opposition, at 10.) On this point, the analysis in Development Note, supra, is persuasive. 84 Harv.L.Rev. at 1259-60. Compensation for virtually any economic harm caused by unlawful employment practices may be awarded under the rubric of "back pay."
The award of punitive damages, which have nothing to do with recompense to an aggrieved individual, would appear to be even more difficult to justify than compensatory damages. The former are classically considered an extraordinary sanction, available only under aggravated circumstances, to penalize a party for engaging in notably reprehensible conduct, whereas the latter are generally available as a matter of course to plaintiffs who can demonstrate
IV. The Reprisal Allegation
The defendant moves to strike what it terms the plaintiff's allegation of a "reprisal action" in ¶ V, K of the complaint on the grounds that the claim was not raised before the EEOC as required by § 706, 42 U.S.C. § 2000e-5. The paragraph reads:
It is not entirely clear whether, by these words, Whitney intends to summarize her complaint or to amplify it. The result, in any event, is the same. Although an employee may seek judicial relief for incidents not specifically enumerated in his EEOC complaint, so long as the allegations arise out of or are reasonably related to the EEOC charge, Oubichon v. North American Rockwell Corp.,
For the reasons set forth above, Adventists' motion to dismiss is granted insofar as it applies to the allegations based on § 1981 and insofar as it relates to the alleged discriminatory eviction. The motion to strike the prayer for compensatory and punitive damages is granted with leave to the plaintiff to amend her complaint to demand appropriate Title VII relief. The motion to strike the "reprisal action" phrase is granted. In all other respects the motion is denied.
It is so ordered.
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