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FARRELL v. CHILD WELFARE ADMIN.

December 15, 1999

JANET FARRELL, PLAINTIFF,
v.
CHILD WELFARE ADMINISTRATION, DEFENDANT.



The opinion of the court was delivered by: Block, District Judge.

MEMORANDUM AND ORDER

Plaintiff Janet Farrell ("Farrell") has brought this action, pro se, claiming that the defendant [New York City] Child Welfare Administration ("CWA")*fn1 violated Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. § 2000e et seq.; 42 U.S.C. § 1981, 1983 and 1985; and New York State Executive Law § 296, because CWA allegedly terminated her employment because of her national origin. Pursuant to Rule 12(c) of the Federal Rules of Civil Procedure ("FRCP"),*fn2 CWA moves for judgment on the pleadings dismissing the complaint in its entirety for failure to state a claim.*fn3 In her two memoranda in opposition to CWA's motion, Farrell raises, for the first time, a retaliation claim under Title VII, as well as claims under the Due Process Clause of the Fourteenth Amendment, the New York Civil Service laws, New York General Municipal Law §§ 550 et seq., and fraud.*fn4 The Court grants the defendant's Rule 12(c) motion and dismisses the complaint in its entirety, without prejudice to Farrell filing an amended complaint on or before January 20, 2000.

BACKGROUND

The following facts are drawn from the complaint: In the fall of 1995, Farrell was hired by the CWA as a case worker. In October 1995, the CWA conducted a training program for new employees, which Farrell began but did not complete because she had the flu and other personal problems. A training program staff member told Farrell that under CWA policy, she would be given another opportunity to complete the training.

On October 9, 1995, Farrell took a CWA examination, for which she received a low score; however, she was told that a low score would not result in termination of her employment. On October 13, 1995, CWA dismissed her.

Farrell attached to her complaint a right-to-sue letter from the Equal Employment Opportunity Commission ("EEOC"), which stated the following:

  You allege that you were terminated because of your
  national origin (West Indian/Antigua), in violation
  of Title VII. . . . The Commission's investigation
  and review of the evidence revealed your national
  origin was not a factor in influencing [CWA]'s
  decision. You were terminated due to your failure to
  successfully complete the established requisite
  training for the position of Caseworker during the
  probationary training period. Specifically, you were
  not recommended for continued employment due to your
  low examination score.

DISCUSSION

I. Standard

"Pursuant to Fed.R.Civ.P. 12(h)(2), a defense of failure to state a claim may be raised in a Rule 12(c) motion for judgment on the pleadings, [] and when this occurs the court simply treats the motion as if it were a motion to dismiss." Nat'l Ass'n of Pharm. Mfs, 850 F.2d at 909 n. 2. See Burnette v. Carothers, 192 F.3d 52, 56 (2d Cir. 1999) (citation omitted) ("In deciding a Rule 12(c) motion, the court applies the same standard as that applicable to a Rule 12(b)(6) motion."). In considering a motion to dismiss pursuant to Rule 12(c), the Court's task is "`necessarily a limited one.'" Hamilton Chapter of Alpha Delta Phi, Inc. v. Hamilton College, 128 F.3d 59, 62 (2d Cir. 1997) (quoting Scheuer v. Rhodes, 416 U.S. 232, 236, 94 S.Ct. 1683, 40 L.Ed.2d 90 (1974)). "[I]n ruling on [the] defendants' motion, the court must accept as true all the factual allegations in the complaint and must draw all reasonable inferences in favor of the plaintiff." Id. at 63. In addition, because Farrell is a pro se plaintiff, her pleadings must be read liberally. See Gomez v. USAA Fed. Savings Bank, 171 F.3d 794, 795 (2d Cir. 1999); see also Haines v. Kerner, 404 U.S. 519, 520, 92 S.Ct. 594, 30 L.Ed.2d 652 (1972). The Court should grant such a motion only if, after viewing the plaintiff's allegations in the most favorable light, it appears beyond doubt that the plaintiff can prove no set of facts in support of her claim which would entitle her to relief. See Harris v. City of New York, 186 F.3d 243, 247 (2d Cir. 1999).

II. Wrongful Termination Claim

Under Title VII, "[i]t shall be an unlawful employment practice for an employer . . . . . to discharge any individual, . . . becuse of such individual's race, color, . . . or national origin." 42 U.S.C. § 2000e-2. To establish a prima facie claim of wrongful termination under this statute, as well as under New York State Executive Law § 296, a plaintiff must show that (1) she is a member of a protected class; (2) she was qualified for the employment position; (3) she suffered an adverse employment action; and (4) the action occurred under circumstances giving rise to an inference of discrimination based on race, color, religion, sex, or national origin. See McLee v. Chrysler Corp., 109 F.3d 130, 134 (2d Cir. 1997); Viola v. Philips Med. Sys., 42 F.3d 712, 716 (2d Cir. 1994) (citing McDonnell Douglas Corp. v. Green, 411 U.S. 792, 93 S.Ct. 1817, 36 L.Ed.2d 668 (1973)); Song v. Ives Labs., 957 F.2d 1041, 1046 (2d Cir. 1992) (New York State law). A plaintiff alleging such discrimination must do more than recite conclusory assertions; "[i]n order to survive a motion to dismiss [a claim based on discrimination], the plaintiff must specifically allege the events claimed to constitute intentional discrimination as well as circumstances giving rise to a plausible inference of [] discriminatory intent [based on national origin]." Yusuf v. Vassar College, 35 F.3d 709, 713 (2d Cir. 1994). Therefore, "`a complaint consisting of nothing more than naked assertions, and setting forth no facts upon which a court could find a violation of the Civil Rights Acts, fails to state a claim under Rule 12(b)(6).'" Id. at 713-14 (quoting Martin v. N.Y. State Dep't of Mental Hygiene, 588 F.2d 371, 372 (2d Cir. 1978) (per curiam)).

In this action, Farrell does not allege any facts that would connect her national origin with her termination such that the Court could plausibly infer discriminatory intent. Notably, she does not allege that her employer was aware of her national origin. Moreover, Farrell does not allege that she was qualified for the job. Thus, ...


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