UNITED STATES DISTRICT COURT

FOR THE DISTRICT OF COLUMBIA

MANU KENNEDY,

Plaintiff, 

v. 

HON. VINCENT GRAY, et al.,

Defendants. 

Case No. 13-cv-01384 (CRC)

MEMORANDUM OPINION 

Plaintiff Manu Kennedy, a former District of Columbia firefighter, refused to comply with a 

policy requiring firefighters to be clean-shaven so that they can safely wear their respirators. 

Kennedy has pseudofolliculitis barbae (“PFB”), a skin condition that disproportionately affects 

African-American men and can lead to irritation and infection when shaving one’s face closely. 

His dermatologist recommended he maintain a one-eighth inch beard to prevent irritation, but the 

fire department did not consider PFB a disability and refused to accommodate it. Instead, the 

department assigned Kennedy to conduct fire inspections until he ultimately resigned in May 2013. 

Kennedy initially alleged 28 counts of disability discrimination, racial discrimination, failure to 

accommodate, medical privacy violations, and retaliation as a result of the fire department’s

application of the grooming policy to him, but has since agreed to withdraw several counts. 

Defendants, the District of Columbia and several of its offices and officials, move to dismiss several 

parties to the suit, the counts related to Kennedy’s disability discrimination and failure to 

accommodate claims, and his request for declaratory and injunctive relief. The District does not 

seek dismissal of Kennedy’s remaining race discrimination, retaliation, or medical privacy claims. 

The counts that remain at issue hinge largely on whether Kennedy had a disability as defined by the 

Americans with Disabilities Act. This determination in turn depends on whether the Americans 
with Disabilities Amendments Act, which went into effect on January 1, 2009, applies to Kennedy’s 

claims. Because the Court finds that the amendments do not apply here and that PFB does not 

constitute a disability under the prevailing pre-amendment interpretation of the statute, the Court 

will grant the partial motion to dismiss. 

I. Background1

A. The Fire Department’s Shaving Policy

In 2001, the District of Columbia Fire and Emergency Medical Services Department

(“FEMS”) implemented a grooming policy prohibiting firefighters from having beards. Compl. ¶ 

77. The purpose of the policy was to ensure that firefighters’ respirators fit properly. Id. ¶ 82. 

Imperfections in fit between a firefighter’s face and the mask of his or her respirator—due to an 

unshaven face or other factors like scars—can cause clean air to escape the mask rather than 

circulating inside it, leading to more rapid depletion of the firefighter’s air supply. Id. ¶¶ 60, 61–63, 

65. After several firefighters challenged the policy under the Religious Freedom Restoration Act 

(“RFRA”), this court preliminarily enjoined the department from enforcing it against those who 

refused to comply on religious grounds. Id. ¶ 78. The court ultimately granted summary judgment 

to the plaintiffs, concluding that “the fire department may not impose a shaving requirement on men 

who wear their beards for religious reasons.” Potter v. District of Columbia, No. 01-cv-1189, 2007 

WL 2892685, at *1 (D.D.C. Sept. 28, 2007), aff’d, 558 F.3d 542 (D.C. Cir. 2009). Firefighters who 

are not claiming a religious exemption, however, still must comply with the grooming 

requirements. 

1

 Because the Court “must take all of the factual allegations in the complaint as true,” this overview 

draws heavily from Kennedy’s complaint. Ashcroft v. Iqbal, 556 U.S. 662, 678 (2009). 

2

 
B. Kennedy’s Employment with the Fire Department

Kennedy worked for FEMS from 2002 through 2013. Compl. ¶ 23. The relevant events in

this case began in May 2008, when Kennedy mentioned to a doctor at the fire department clinic that 

he had a spot on his face that would not heal due to PFB. Id. ¶¶ 106–08. PFB is a skin condition 

that causes persistent irritation on a person’s face when he shaves because regrowing hairs curl into 

the skin instead of growing straight out of the follicle. Id. ¶¶ 39, 40–43, 45. According to the 

National Institutes of Health and other sources, PFB disproportionately affects African-American 

men. Id. ¶¶ 45–48. After his clinic appointment, Kennedy’s personal dermatologist instructed him 

to maintain one-eighth of an inch of facial hair. Id. ¶¶ 111, 114–17. Kennedy provided medical 

documentation of his diagnosis and treatment to FEMS on July 2, 2008, which prompted a clinic

doctor to place him on limited duty. Id. ¶ 112. Kennedy then requested sick leave due to his PFB, 

which was denied. Id. ¶¶ 124–25. After he reported for duty noncompliant with the shaving policy 

on July 10, 2008, FEMS required Kennedy to explain his inability to shave; he indicated that he 

believed he was being discriminated against and asked FEMS to accommodate his PFB. Id. ¶¶ 128-

–31. A battalion chief notified Kennedy of proposed penalties for non-compliance and his decision 

to place Kennedy on administrative leave during the last week of July 2008. Id. ¶¶ 135–38. In 

response, Kennedy submitted a memorandum explaining his version of events, indicating that he 

believed the proposed discipline was discriminatory. Id. ¶¶ 136–37. After a clinic doctor told 

Kennedy’s dermatologist that he was still required to be clean shaven in order to wear a respirator

safely, id. ¶¶ 139–140, Kennedy filed a charge with the Equal Employment Opportunity 

Commission (“EEOC”) on or around July 31, 2008 alleging discrimination on the bases of race and 

disability, id. ¶¶ 7–8.

In August 2008, FEMS officials suspended Kennedy for violating the facial hair policy, 

which he appealed. Id. ¶¶ 141–46, 164. The same month, Kennedy passed a fit test while 

3
maintaining a beard. Id. ¶¶ 151–52. A fit test examines “the seal between a firefighter’s face and 

the respirator mask” in order to “determine whether a firefighter can wear a mask without risk of air 

leakage.” Id. ¶¶ 83–85. Kennedy then missed work due to another health issue from October 2008 

until January or February 2009, during which time his appeal of his suspensions was denied. Id. ¶¶ 

153–57, 163, 165–67. After Kennedy returned to the Fire Prevention Division on limited/light duty 

status, FEMS informed him that he would be subject to the involuntary retirement process. Id. ¶¶

172–75, 182. The clinic recommended that he be considered for disability retirement in September 

2009. Id. ¶¶ 188, 191. Nine months later, after Kennedy refused to undergo a psychological 

examination—believing it was discriminatory and retaliatory—FEMS terminated his limited duty 

status. Id. ¶¶ 208, 213–21. In turn, Kennedy was deemed to be ineligible for disability retirement 

because he had returned to full duty. Id. ¶ 239. From June 2010 until September 2010, Kennedy 

served on full duty status in the department’s training academy. Id. ¶ 32. FEMS later assigned him 

to office duty in the Fire Prevention Division from September 2010 through February 2011 and on 

fire inspection duty from February 2011 until he resigned in May 2013. Id. ¶¶ 33, 35–36, 284, 286–

87. 

Kennedy reaffirmed his request to maintain one-eighth of an inch of facial hair and amended 

his EEOC complaint several times between July 2008 and July 2010, adding actions taken against 

him for his refusal to comply with the shaving policy and the additional ground of retaliation. Id. ¶¶ 

9–17. In August 2012, the EEOC issued a determination of the charge, finding reasonable cause to 

believe that discrimination occurred, and referred the matter to the Department of Justice for 

4
consideration. Id. ¶ 20. In June 2013, Kennedy received a Notice of Right to Sue letter from the 

Department of Justice. Id. ¶ 21. He brought this suit on September 11, 2013.

II. Standard of Review

To overcome a Federal Rule of Civil Procedure 12(b)(6) motion to dismiss, “a complaint 

must contain sufficient factual matter, accepted as true, to ‘state a claim to relief that is plausible on 

its face.’” Ashcroft v. Iqbal, 556 U.S. 662, 678 (2009) (quoting Bell Atlantic Corp. v. Twombly, 

550 U.S. 544, 570 (2007)). Facial plausibility entails “factual content that allows the court to draw 

the reasonable inference that the defendant is liable for the misconduct alleged.” Id. While the 

court “must take all of the factual allegations in the complaint as true,” legal conclusions “couched 

as a factual allegation” do not warrant the same deference. Ashcroft, 556 U.S. at 678 (citing 

Twombly, 550 U.S. at 555).

III. Analysis2

A. Dismissal of Certain Defendants

Defendants move to dismiss Mayor Gray, Chief Ellerbe, and Attorney General Nathan from 

the suit.

3 As Defendants note, the complaint lacks allegations relating directly to their official 

conduct. Defs.’ Partial Mot. to Dismiss at 10 (citing Simba v. Fenty, 754 F. Supp. 2d 19, 22 

(D.D.C. 2010)). Thus, the claims against these officials have no independent purpose and are 

redundant to the claims against the District of Columbia. Id. Kennedy responds that the Court is 

not required to dismiss individuals in their official capacities when the city is also a party to the suit. 

Pl.’s Opp’n to Defs.’ Partial Mot. to Dismiss at 3 (citing Owens v. District of Columbia, 631 F. 

2

 Defendants move to dismiss Counts 2, 3, and 20 of Kennedy’s suit. Kennedy agrees to withdraw 

these claims “for the reasons Defendant states” and the Court will therefore dismiss them and Count 

17, which Defendants disputed on the same basis. Pl.’s Opp’n to Defs.’ Part. Mot. to Dismiss at 2. 

3 Plaintiff agrees to dismiss the D.C. Fire Department as non sui juris. Pl.’s Opp’n to Defs.’ Partial 

Mot. to Dismiss at 1. 

5

 
Supp. 2d 48, 54 (D.D.C. 2009) (indicating that dismissal of individuals in their official capacities is 

not required when the city is also party to the suit)). Yet he fails to provide any persuasive reasons 

for the Court to exercise this discretion. Because dismissing redundant official capacity claims is 

“‘the overwhelming approach that has been taken by members of this Court, as well as the position 

taken by other courts,’” the Court will dismiss Kennedy’s claims against Gray, Ellerbe, and Nathan. 

Brown v. Corrections Corp. of Am., 603 F. Supp. 2d 73, 79 (D.D.C. 2009) (quoting Price v. District 

of Columbia, 545 F. Supp. 2d 89, 94 (D.D.C. 2008)); accord Hardy v. District of Columbia, 601 F. 

Supp. 2d 182, 186-87 (D.D.C. 2009) (“Claims brought against government employees in their 

official capacity are treated as claims against the employing government and serve no 

independent purpose when the government is also sued.”).

B. Whether Plaintiff’s PFB Constitutes a Disability Under the ADA

Kennedy’s claims under the Americans with Disabilities Act of 1990 (“ADA”), the D.C. 

Human Rights Act (“DCHRA”), the Civil Rights Act of 1871, and the Rehabilitation Act all turn on 

whether his PFB meets the ADA’s definition of disability.4 See Kapche v. Holder, 677 F.3d 454, 

460 (D.C. Cir. 2012) (“In assessing [a Rehabilitation Act] claim, the court employs the same 

standards used to determine liability under the [ADA]”); Hodges v. District of Columbia, 959 F. 

Supp. 2d 148, 153 (D.D.C. 2013) (“In analyzing the sufficiency of [plaintiff’s] DCHRA claims, the 

4 The ADA Amendments Act of 2008 (“ADAAA”) does not provide a separate cause of action 

from the ADA. Pub. L. No. 110–325, § 2(b)(1) (defining the purpose of the ADAAA as 

“reinstating a broad scope of protection to be available under the ADA,” not adding new causes of 

action) (emphasis added); see also Snider v. U.S. Steel-Fairfield Works Med. Dep’t, No. 2:12-cv03508-AKK, 2013 WL 1278973, at *3 (N.D. Ala. Mar. 26, 2013) (“The ADAAA merely broadens 

the scope of protection available to plaintiffs under the ADA by redefining particular terms[,] . . . 

the proper cause of action still exists under the ADA.”), aff’d, 591 F. App’x 908 (11th Cir. 2015). 

Accordingly, Count 5 (disparate impact under the ADAAA); Count 8 (failure to accommodate 

under the ADAAA); Count 12 (disparate treatment on the basis of disability under the ADAAA); 

Count 16 (retaliation for protected activity under the ADAAA); and Count 27 (improper medical 

inquiries and examinations under the ADAAA) will be dismissed as redundant to Kennedy’s claims 

under the ADA. 

6

 
Court will apply the standards applicable to claims brought under the ADA.”) (citing McFadden v. 

Ballard Spahr Andrews & Ingersoll, LLP, 611 F.3d 1, 5–6 (D.C. Cir. 2010)); Chang v. Inst. for 

Pub.-Private P’ships, Inc., 846 A.2d 318, 324 (D.C. 2004)); Compl. ¶¶ 360, 392–93, 429–30, 475–

477 (identifying violations of the ADA as the source of Kennedy’s claims under the Civil Rights 

Act of 1871). Consequently, these claims state a claim on which relief can be granted only if PFB 

is a disability under the ADA.

i. Applicability of the ADA Amendments Act of 2008

Whether PFB is a disability turns on the timing of the events at issue. “Before 2008, the 

Supreme Court had narrowly interpreted what constituted a ‘disability.’” Hodges, 959 F. Supp. 2d 

at 153 (citing Toyota Motor Mfg., Ky., Inc. v. Williams, 534 U.S. 184, 195–98 (2002); Sutton v. 

United Air Lines, Inc., 527 U.S. 471, 482–83 (1999)). The Supreme Court strictly interpreted the 

ADA’s “substantially limits” language “to create a demanding standard for qualifying as disabled”

that required the impairment to “prevent[] or severely restrict[] the individual” from engaging in a 

major life activity and be “permanent or long term.” Toyota, 534 U.S. at 196–98. In response to 

this narrow interpretation, Congress passed the ADA Amendments Act of 2008 (“ADAAA”). See

Hodges, 959 F. Supp. 2d at 153. The ADAAA “reinstat[ed] a broad scope of protection to be 

available under the ADA” and “reject[ed] the standards enunciated by the Supreme Court.” Pub. L. 

No. 110–325, § 2(b)(1)–(4). The ADA, as amended, instructs courts to construe the “definition of 

‘disability’ . . . in favor of broad coverage.” 42 U.S.C. § 12102(4)(A). New regulations issued 

pursuant to the ADAAA similarly provide that “[t]he term ‘substantially limits’ . . . is not meant to 

be a demanding standard.” 29 C.F.R. § 1630.2(j)(1)(i). Yet, the ADAAA did not become effective

until January 1, 2009, and it does not have retroactive effect. Lytes v. D.C. Water & Sewer Auth., 

572 F.3d 936, 938–39 (D.C. Cir. 2009). Thus, the standard used in this case depends on the timing 

of FEMS’ alleged unlawful acts. If “the conduct at issue preceded the ADA Amendments Act of 

7
2008, the pre-amendment standards to determine liability govern here.” Kapche, 677 F.3d at 460 

n.7 (citing Lytes v. D.C. Water & Sewer Auth., 572 F.3d 936, 939–42, (D.C. Cir. 2009)). 

Kennedy requested an accommodation for his PFB on July 10, 2008. Compl. ¶¶ 124–31. 

After the request was denied, he filed a charge of discrimination with the EEOC alleging 

discrimination on the bases of race and disability on or around July 31, 2008. Id. ¶¶ 7–8. While he 

continued to ask for accommodations over the next several years, he repeatedly amended his initial

EEOC charge with subsequent events as opposed to filing new charges. Id. ¶¶ 9–17. In other 

words, each of his requests and allegations of discrimination emanated from the July 2008 request 

and denial.

5

 Although the D.C. Circuit has not answered the specific question of when a claim 

accrues under the 2008 ADA amendments, the Supreme Court has held in the statute of limitations

context that “[m]ere requests to reconsider . . . cannot extend the limitations periods applicable to 

the civil rights laws.” Delaware State College v. Ricks, 449 U.S. 250, 261 n.15 (1980); see also

Long v. Howard Univ., 512 F. Supp. 2d 1, 17 (D.D.C. 2007) (noting Delaware State College’s 

holding is “well-settled”), aff’d, 550 F.3d 21 (D.C. Cir. 2008); Martin v. Sw. Va. Gas Co., 135 F.3d 

307, 310 (4th Cir. 1998) (holding that a claim for disability discrimination “accrues on the date that 

the alleged unlawful employment practice occurs” and that refusal to reconsider is not a discrete act 

of discrimination) (citations omitted); Graehling v. Vill. of Lombard, Ill., 58 F.3d 295, 297 (7th Cir. 

1995) (“An employer’s refusal to undo a discriminatory decision is not a fresh act of 

discrimination.”) (citation omitted). As the Seventh Circuit has explained, “[t]he premise of these 

cases is that the employer took one dispositive act[;] . . . this act may lead to injury in the future, but 

when there is only one wrongful act the claim accrues with the first injury.” Graehling, 58 F.3d 295

at 297 (quotation marks and citation omitted). A plaintiff’s subsequent requests of a defendant to

5 Kennedy acknowledges that he “has not made any claim of a continuing violation” and instead 

argues that FEMS’ denial of his renewed requests constitute discrete acts. Pl.’s Opp’n at 7. 

8

 
reverse its discriminatory decision does not create a new instance of discrimination. See id.; 

Coleman v. Cook Cnty., No. 09 CV 739, 2010 WL 725322, at *5 (N.D. Ill. Feb. 25, 2010) (“Denied 

requests for accommodation do not make prior denials of the same request any less discrete or 

actionable.”) (citing Mendez v. City of Chicago, No. 03–cv-8182, 2004 WL 2980598, at *4 (N.D.

Ill. December 22, 2004) (“[D]enial of a repeat request for previously denied accommodations does 

not constitute a new discriminatory act or make the previous denial part of a continuing 

violation”)). If they did, it would effectively eliminate any time constraints on such claims, as a 

plaintiff could simply make a new request—even if he knew it would be denied—in order to 

circumvent the non-retroactivity of the ADA amendments. See Kennedy v. Chem. Waste Mgmt., 

Inc., 79 F.3d 49, 50–51 (7th Cir. 1996). Arguments to the contrary have failed in the context of 

statutes of limitation under both Title VII and the ADA, and fail for similar reasons here. Id. 

Accordingly, FEMS’ allegedly unlawful conduct preceded the effective date of the amended ADA, 

and thus the pre-amendment liability standards govern this case. See Kapche, 677 F.3d at 460 n.7 

(citing Lytes, 572 F.3d at 939–42). 

ii. Whether PFB Substantially Limits Kennedy Under the PreAmendment ADA

To prevail on a failure to accommodate claim or a disability discrimination claim,

6 a 

plaintiff must prove that he had a “disability,” which—as relevant here—is defined in the ADA as 

“a physical or mental impairment that substantially limits one or more major life activities.” 42 § 

6

 For a failure to accommodate claim, a plaintiff must demonstrate that “(1) he had a disability 

within the meaning of the ADA; (2) his employer had notice of his disability; (3) he could perform 

the essential functions of the position with reasonable accommodation; and (4) his employer refused 

to make such accommodation.” Hodges, F. Supp. 2d at 153–54 (citing Gordon v. District of 

Columbia, 480 F.Supp.2d 112, 115 (D.D.C. 2007)). For a disability discrimination claim, “a 

plaintiff must allege facts sufficient to show that (1) he had a disability within the meaning of the 

ADA; (2) he was qualified for the position with or without reasonable accommodation; and (3) he 

suffered an adverse employment action because of his disability.” Id. at 154 (citing Duncan v. 

Wash. Metro. Area Transit Auth., 240 F.3d 1110, 1114 (D.C. Cir. 2001) (en banc)). 

9

 
12102(1)(A).7

 The D.C. Circuit has “assumed without deciding that working qualifies” as a major 

life activity for the purpose of analyzing ADA cases. Adams v. Rice, 531 F.3d 936, 945 (D.C. Cir. 

2008). Thus, for Kennedy to prevail, he must show that his PFB “substantially limited” his ability 

to work. Id. As noted above, the Supreme Court strictly interpreted the pre-amendment ADA’s 

“substantially limits” language “to create a demanding standard for qualifying as disabled.” 

Toyota, 534 U.S. at 196–98. “[T]o be regarded as substantially limited in the major life activity of 

working, one must be regarded as precluded from more than a particular job.” Murphy v. United 

Parcel Serv., Inc., 527 U.S. 516, 523 (1999). Specifically, a plaintiff must allege he is “significantly 

restricted in the ability to perform either a class of jobs or a broad range of jobs in various classes,”

meaning that one “must be precluded from more than one type of job, a specialized job, or a 

particular job of choice.” Sutton, 527 U.S. at 491–92. In other words, “[i]f jobs utilizing an 

individual’s skills (but perhaps not his or her unique talents) are available” or “if a host of different 

types of jobs are available,” an individual is not substantially limited in the major life activity of 

working. Id. at 492. The EEOC has identified several factors courts should consider in making this 

determination, including “the geographical area to which the individual has reasonable access” and 

“the number and types of jobs utilizing similar training, knowledge, skills or abilities, within the 

7 Kennedy also argues that FEMS regarded him as an individual with a disability under 42 U.S.C. § 

12102(3)(A). Pl.’s Supplemental Br. at 5. For a person to be “regarded as” having a disability, his 

employer must “mistakenly believe[] that [the] person has a physical impairment that substantially 

limits one or more major life activities” or “mistakenly believe[] that an actual, nonlimiting 

impairment substantially limits one or more major life activities.” Sutton, 527 U.S. at 489. This 

case, however, centers on FEMS’ emphatic insistence that Kennedy was not disabled. See, e.g., 

Compl. ¶¶ 119–21, 155–59 (repeated allegations that FEMS officials would not place Kennedy on 

sick leave for his PFB and insisted that he comply with the clean-shaven policy, even after 

receiving medical information for Kennedy’s dermatologist). Although Kennedy was briefly 

considered for disability retirement, the Police and Firefighters’ Retirement and Relief Board 

ultimately determined—prior to a disability retirement hearing—that he was ineligible because he 

had returned to full duty. Id. ¶¶ 225, 239. Accordingly, the Court concludes that Kennedy has not 

alleged sufficient facts to establish that he was “regarded as” having a disability by FEMS. 

10

 
geographical area, from which the individual is also disqualified.” Sutton, 527 U.S. at 491-492

(citing 29 C.F.R. § 1630.2(j)).

Kennedy has not met this burden. His complaint makes clear that he has been “precluded 

from . . . one type of job, a specialized job, or a particular job of choice,” not from a “class of jobs.”

Id. Kennedy acknowledges that his PFB did not limit him from serving as a FEMS fire inspector 

for over two years. Compl ¶¶ 35–36, 286–87. Although he may be not be able to perform his 

“particular job of choice” as a FEMS firefighter, Sutton, 527 U.S. at 491–92, he can still serve in

fire prevention jobs generally.

8

 The D.C. Circuit has not addressed the particular issue of whether

firefighting or public safety jobs requiring respirators constitute a “class of jobs” under the preamendment ADA, or whether PFB substantially limits individuals in the public safety field from the 

major life activity of working. Significant pre-amendment authority in other circuits, however, 

contradicts Kennedy’s position. See Stewart v. City of Houston Police Dep’t, 372 F. App’x 475, 

477 (5th Cir. 2010) (holding that African-American police officers who suffer from PFB and allege 

discrimination based on a no-beard policy designed to ensure the safety of officers when they wear 

respirators are not inhibited from working in a broad class of jobs since other jobs within the police 

department are available to them) (citing Sutton, 527 U.S. at 491); Bridges v. City of Bossier, 92 

F.3d 329, 336 (5th Cir. 1996) (holding that “firefighting jobs . . . is too narrow a field to describe a 

‘class of jobs’”); Welsh v. Tulsa, 977 F.2d 1415, 1417 (10th Cir. 1992) (holding that inability to 

work as a firefighter does not “substantially limit[] one or more major life activities”); Daley v. 

8

 Moreover, regardless of whether firefighting is a class of jobs, Kennedy has not pled facts that 

could demonstrate that PFB would prevent him from serving as a firefighter in other jurisdictions in 

“the geographical area to which the individual has reasonable access.” Id. If other fire departments 

in the District of Columbia area—such as those in Maryland or Virginia—would permit a 

firefighter to maintain a one-eighth inch beard, then Kennedy could not be classified as 

“significantly restricted in the ability to perform” the “class of jobs” of firefighting. Id. 

11

 
Koch, 892 F.2d 212, 215 (2d Cir. 1989) (holding that inability to work in “the particular position of 

police officer is not a substantial limitation of a major life activity”). 

Kennedy’s argument that firefighter does constitute a class of jobs under the pre-amendment

ADA relies heavily on an Eleventh Circuit case in which the city of Atlanta ultimately prevailed

when firefighters with PFB challenged the city fire department’s grooming policy. Pl.’s 

Supplemental Br. at 2 (citing Fitzpatrick v. City of Atlanta, 2 F.3d 1112 (11th Cir. 1993)). While 

the court in Fitzpatrick did observe that PFB “substantially limit[s] the firefighters’ ability to 

engage in the ‘major life activity’ of work on account of the no-beard rule” and thus the 

“firefighters would seem to qualify as” disabled under the Rehabilitation Act, it made clear that this 

conclusion is dicta by noting “it is not necessary for [the court] to rule on that issue.” Id. at 1126

(quotation marks omitted). The court went on explicitly to find that it was unnecessary to rule on 

the issue of whether the firefighters are disabled because “there exists no reasonable 

accommodation by which the firefighters with PFB would be able to perform their jobs safely 

without being clean-shaven.” Id. at 1127. As a result, the Court finds Fitzpatrick unpersuasive. 

C. Declaratory and Injunctive Relief

Citing a single case from a fellow court in this district, Lewis v. American Foreign Service 

Association, 846 F. Supp. 77, 82 (D.D.C. 1993), Kennedy maintains that he is entitled to injunctive 

or declaratory relief. Although Kennedy has already resigned from FEMS and does not seek 

reinstatement, he asks the Court to declare the grooming policy unlawful and enjoin FEMS from 

enforcing it. The D.C. Circuit has frequently held that where a plaintiff seeks declaratory and 

injunctive relief, “past injuries alone are insufficient to establish standing.” Dearth v. Holder, 641 

F.3d 499, 501 (D.C. Cir. 2011) (citing Los Angeles v. Lyons, 461 U.S. 95, 105 (1983); O’Shea v. 

Littleton, 414 U.S. 488, 495–96 (1974)); see also NB v. District of Columbia, 682 F.3d 77, 82 (D.C. 

Cir. 2012); Arpaio v. Obama, 27 F. Supp. 3d 185, 199–200 (D.D.C. 2014). The plaintiff instead

12
“must show he is suffering an ongoing injury or faces an immediate threat of injury.” Id. Because 

he has not made that showing, the Court will dismiss Kennedy’s claim for injunctive and 

declaratory relief. 

IV. Conclusion

For the foregoing reasons, the Court will grant Defendants’ Partial Motion to Dismiss. The 

Court will issue an order consistent with this opinion.

CHRISTOPHER R. COOPER

United States District Judge

Date: March 20, 2015 

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