Opinion ID: 1989271
Heading Depth: 1
Heading Rank: 15

Heading: claims of aiding and abetting racial discrimination

Text: Appellant asserts that Handfus, Dersh, Adlivankina, and Finocchiaro aided and abetted the racial discrimination in employment against her. Appellant points to Executive Law § 296 (6) and Administrative Code § 8-107 (6) which both proscribe aiding and abetting in unlawful discrimination. The standard for proving aiding and abetting is that the defendants actually participate[d] in the alleged discriminatory acts ( see Dunson v Tri-Maintenance & Contrs., Inc. , 171 F Supp 2d 103, 114 [ED NY 2001] [finding of actual participation in firing]). The person alleged to have engaged in the discrimination does not have to have power to hire and fire, just direct participation in the discrimination ( see id. ). Appellant claims that the Guild failed to act on her numerous grievances, and failed to remedy the problems of harassment. While there are no grievances explicitly stating racial harassment, appellant alleges that this was due to the advice and guidance of her union representative and there is a grievance for harassment and special treatment and for a standard only being applied to me. Appellant has made out a prima facie case of racial discrimination. What is lacking in the record and in appellant's presentation is an adequate showing that respondents' claims are pretextual. The Appellate Division considered each of appellant's claims and concluded that the respondents had met their burden of showing legitimate reasons for their actions. In response to respondents' assertions, plaintiff had to lay bare her proof that these claims were pretextual. There are several reasons why appellant's responses on pretext are inadequate. First, appellant does not rebut respondents' claims that some of their administrative moves were mandated by the State. A proper response would have been to show that there was no mandated state policy or that respondents did not address that policy in their actions involving appellant. Second, appellant does not adequately address the allegedly comprehensive settlement agreement of February 1994 and show that the settlement included racial matters or, if it did not, why not. Third, appellant does not address why she did not respond to the communications sent to her in Florida in the manner requested, specifically why she did not obtain from her father's doctor the specific information sought. Finally, appellant does not present adequate medical evidence that her psychological treatment was related to the racial hostility of the defendants. In sum, appellant has not demonstrated that the respondents' reasons for their various actions toward her were pretextual and that the real motivating factor was racial. If appellant had met her burden of demonstrating that the respondents' claims were pretextual, a jury should determine whether appellant's evidence supported her claims of discrimination based on race. Thus, she would be entitled to present evidence of whether the racial epithets, combined with the alleged actions toward her, were enough to alter her job conditions and work and even resulted in a constructive discharge ( see Matter of Imperial Diner v State Human Rights Appeal Bd. , 52 NY2d 72 [1980], supra; Matter of Pace Coll. v Commission on Human Rights of City of N.Y. , 38 NY2d 28 [1975], supra). Similarly, whether or not the conduct towards her was the result of grievances filed and whether her termination resulted from her grievances and her filing a complaint in September 1994 with the EEOC and the New York City Human Rights Commission would be questions for a jury. Because respondents have offered nonracial reasons for their actions and because appellant did not lay bare her proof and show that the respondents' claims were pretextual, I concur in the affirmance of the order of the Appellate Division. Order affirmed, with costs.