retaliation

Oral argument: Oct. 5, 2011

Appealed from: United States Court of Appeals for the Sixth Circuit (Mar. 9, 2010)

Respondent Cheryl Perich taught for five years at Petitioner, Hosanna-Tabor Evangelical Lutheran Church and School (“Hosanna-Tabor”), including four years as a commissioned minister. In 2004, Hosanna-Tabor hired a new teacher to fill Perich’s position after Perich missed several months of teaching due to narcolepsy. When Hosanna-Tabor did not permit Perich to return to her former position, Perich threatened to sue under the Americans with Disabilities Act (“ADA”). Hosanna-Tabor fired Perich, and Perich initiated legal proceedings with the Respondent Equal Employment Opportunity Commission (“EEOC”), alleging that Hosanna-Tabor fired her in retaliation for threatening to sue. Hosanna-Tabor argues that the ministerial exception to the ADA, which prevents employment suits against religious entities by their religious employees, bars Perich's lawsuit because she fulfilled an important religious role. Perich and the EEOC contend that there is no ministerial exception under the anti-retaliation provisions of the ADA, and that the Establishment Clause, freedom of association principles, and Free Exercise Clause do not bar her suit. The United States Court of Appeals for the Sixth Circuit determined that Perich did not fall under the ministerial exception because she taught secular subjects with minimal religious components. The Supreme Court will decide whether the ministerial exception applies to a teacher at a religious school who teaches both secular and religious material.

Oral argument: Mar. 22, 2011

Appealed from: United States Court of Appeals for the Third Circuit (Feb. 4, 2010)

FIRST AMENDMENT, PETITION CLAUSE, RETALIATION, PUBLIC EMPLOYEES

In 2003, the Borough of Duryea, Pennsylvania fired its police chief, Charles J. Guarnieri, Jr. Guarnieri filed a grievance leading to arbitration and his reinstatement. When Guarnieri returned to his position, Duryea issued him a number of directives limiting the tasks he could and could not do on the job. Guarnieri filed a second grievance, leading to modification of the directives. Subsequently, Guarnieri sued Duryea in District Court alleging that Duryea issued the directives in retaliation for his filing of the 2003 grievance, violating his First Amendment right to petition. After a jury found for Guarnieri in District Court, Duryea appealed to the Third Circuit. The Third Circuit held that the First Amendment protects public employees in filing grievances concerning any matter, even those of a personal nature. The Supreme Court granted certiorari to determine whether public employees may sue their employers for retaliation, when the alleged retaliation is for the filing of grievances based on private matters rather than issues of public concern.

Oral argument: Dec. 7, 2010

Appealed from: United States Court of Appeals for the Sixth Circuit (June 5, 2009)

TITLE VII, RETALIATION, EMPLOYMENT DISCRIMINATION, THIRD-PARTY STANDING

Petitioner Eric L. Thompson, a metallurgical engineer formerly employed by Respondent North American Stainless (“Stainless”), sued Stainless under Section 704(a) of Title VII of the Civil Rights Act of 1964, alleging that Stainless fired him in retaliation for a gender discrimination complaint his then-fiancée (and now wife) Miriam Regalado filed against Stainless with the Equal Employment Opportunity Commission (“EEOC”). The Sixth Circuit found that Thompson did not have standing to sue Stainless and dismissed his complaint. Thompson argues that Title VII not only prohibits third-party retaliation but also gives third-party victims standing to sue, primarily because this furthers Title VII’s goal of eliminating discrimination and is consistent with the EEOC’s longstanding interpretation of Title VII. In opposition, Stainless argues that Section 704(a) does not give those third parties standing to sue the allegedly retaliating employer because permitting such an action would contradict congressional intent and unnecessarily curtail employers’ ability to manage their workforces.

Appealed from: United States Court of Appeals, Ninth Circuit (Mar. 22, 2004)

Oral argument: October 12, 2005

Oral argument: February 19, 2008

Appealed from: United States Court of Appeals, 1st Circuit (Feb. 9, 2007)

Oral argument: February 20, 2008

Appealed from: United States Court of Appeals, Seventh Circuit (Jan. 10, 2007)

THIRTEENTH AMENDMENT, EMPLOYMENT DISCRIMINATION, RETALIATION, SECTION 1981, CIVIL RIGHTS ACT OF 1866, STATUTE OF LIMITATIONS, STATUTORY INTERPRETATION

42 U.S.C. § 1981 ("Section 1981") provides that any “person within the jurisdiction of the United States” has the same right to "make and enforce" contracts, regardless of their skin color. Section 1981 protects parties from discriminatory treatment both at the time when contracts are formed, and in post-formation conduct. Section 1981 applies to many aspects of the employment relationship because that relationship is considered contractual; however, the extent of this protection is unclear. This case addresses the question of whether an employee can bring a claim for retaliation under Section 1981. Retaliation does not clearly come under the scope of Section 1981 because often it is based not on an employee's characteristic, such as race, but instead on an action taken by the employee, such as complaining about work conditions or discriminatory treatment. However, retaliation claims often overlap with, and are difficult to separate from, claims of discrimination. Should the Supreme Court decide that Section 1981 protects an employee from race-based retaliation, it will give employees greater flexibility in filing claims of retaliation, because they will not be subject to the filing deadlines and limits on damages found in Title VII of the Civil Rights Act of 1964, an alternate provision which does encompass retaliation claims.