Opinion ID: 515730
Heading Depth: 2
Heading Rank: 2

Heading: Seniors' Motion for Summary Judgment

Text: 18 The denial of Seniors' motion for summary judgment is not a final decision of the district court and thus, under normal circumstances, would not be appealable. See Akerman v. Oryx Communications, Inc., 810 F.2d 336, 339 (2d Cir.1987). However, as we have jurisdiction to decide Seniors' appeal from the granting of Division's motion for summary judgment, we exercise our discretion to decide their claim of error in the denial of their summary judgment motion as well. We do this for reasons of judicial economy, realizing that the issues presented by both motions are inextricably bound. See Intermedics Infusaid, Inc. v. Regents of the University of Minnesota, 804 F.2d 129, 134 & n. 8 (Fed.Cir.1986); Placid Oil Co. v. Ashland Oil, Inc., 792 F.2d 1127, 1133-34 (Temp.Emer.Ct.App.1986); New York v. Nuclear Regulatory Commission, 550 F.2d 745, 759-61 (2d Cir.1977); see, e.g., Town of Huntington v. Marsh, 859 F.2d 1134, 1135 (2d Cir.1988) (reviewing district court's grant and denial of summary judgment). But see Ardoin v. J. Ray McDermott & Co., 641 F.2d 277, 278 (5th Cir. Unit A Mar. 1981). 19 The district court was correct in denying Senior's motion for summary judgment. The evidence was not sufficiently developed to allow a conclusion that a compelling state interest did not exist. There are two possible compelling state interests in this case, a history of past discrimination and operational need. 20 The record shows that while Division has produced at least some evidence indicating past discrimination, Seniors have not countered with any showing that past discrimination was not a factor contributing to racial and gender imbalance. Clearly, the critical facts regarding the history of the Division's hiring practices and employment policies, and their effect on the composition of the Division's workforce, need further development before a determination as to past discrimination can be made. On this record, we are unable to conclude that the effects of past discrimination were not at work in the Division. 21 We realize that Division is on the horns of a dilemma in this case. If it satisfies the compelling state interest test by proving that it has a firm basis for believing that it has discriminated in the past, it may prove that it actually did discriminate. It might then be collaterally estopped from denying such a fact if an employee brings an action alleging that he or she has been discriminated against in the past. The alternative is not to advance sufficient rebuttal evidence of past discrimination to save an affirmative action plan under attack. Nevertheless, we do not believe that this precondition places an unfair burden on an employer who is about to implement an affirmative action plan that will disadvantage some employees solely on the bases of race and gender. 22 The second possible compelling state interest, but not the one relied on by the district court, is an operational need of the Division for a balanced workforce. Other courts have found that police and correctional departments may have such a need to integrate their workforces. See, e.g., Talbert v. City of Richmond, 648 F.2d 925, 928-29 (4th Cir.1981), cert. denied, 454 U.S. 1145, 102 S.Ct. 1006, 71 L.Ed.2d 297 (1982); DPOA, 608 F.2d at 695-96; Minnick v. California Department of Corrections, 95 Cal.App.3d 506, 157 Cal.Rptr. 260, 269 (1979), cert. granted, 448 U.S. 910, 100 S.Ct. 3055, 65 L.Ed.2d 1139 (1980), cert. dismissed, 452 U.S. 105, 101 S.Ct. 2211, 68 L.Ed.2d 706 (1981). While Division advances this argument, Br. of Appellees at 2, 10, 24, it supported it in the district court with even less evidence than its claim of past discrimination, see J.App. at 61, 98-99, 126. The issue is further obfuscated by Seniors' response to this argument which addressed a different issue: Seniors respond that an employer's desire to provide role models does not justify affirmative action. While this is a correct statement of the law, see Wygant, 476 U.S. at 275-76, 106 S.Ct. at 1847-48, it does not meet the operational need argument. Operational need refers to a law enforcement body's need to carry out its mission effectively, with a workforce that appears unbiased, is able to communicate with the public and is respected by the community it serves. Role models, in contrast, are people whose very existence conveys a feeling of possibility to others; they give hope that a previously restricted opportunity might now be available.