Daniel M. Maffei, Plaintiff,
v.
Kolaeton Industry, Inc., et al., Defendants.
Index Number 124783/94
164 Misc. 2d 547; 626 N.Y.S.2d 391; 1995 N.Y. Misc. LEXIS 115; 68 Fair Empl. Prac. Cas. (BNA) 1039
Decided March 14, 1995.
Headnotes
Civil Rights - Discrimination in Employment - Sexual Orientation - Protection of Transsexual against Hostile Work Environment Plaintiff transsexual cannot maintain a sex discrimination action against his employer on the grounds that he was discriminated against in the workplace due to sexual orientation pursuant to Administrative Code of the City of New York § 8-107 (1). Administrative Code § 8-102 (2) defines "sexual orientation" to mean "heterosexuality", "homosexuality" or "bisexuality". The term deals with sexual preferences and practices, not transsexualism, and there is no claim that the harassment alleged herein is the result of any sexual preferences expressed by plaintiff.
Civil Rights - Discrimination in Employment - Gender - Protection of Transsexual against Hostile Work Environment Plaintiff transsexual may maintain an action against his employer on the grounds that he was discriminated against in the workplace on the basis of gender since he is a member of a class to be protected against discrimination in employment pursuant to Administrative Code of the City of New York § 8-107 (1). The antidiscrimination statutes are remedial in nature and, thus, interpreted liberally. The Administrative Code bars all forms of discrimination in the workplace. The creation of a hostile work environment as a result of derogatory comments relating to the fact that, as a result of an operation an employee changed his or her sexual status, creates discrimination based on "sex", and violates the Administrative Code's prohibition against discrimination based on gender, just as would comments based on the secondary sexual characteristics of a person. In addition, although a person may have both male and female characteristics, society only recognizes two sexes. Here, plaintiff alleges that he is now a male. As a transsexual male, he may be considered part of a subgroup of men. There is no reason to permit discrimination against that subgroup under the broad antidiscrimination
law.
Menaker & Herrman, New York City, for defendants.
Robert L. Ferris, New York City, for plaintiff.
Decision
Edward H. Lehner, J.
The issue presented by this motion by defendants to dismiss the complaint
pursuant to CPLR 3211 (a) (7) is whether the law provides any protection to a
transsexual against employer harassment.
The complaint, as supplemented by plaintiff's affidavit, alleges that on
January 10, 1965 plaintiff was born a female, Diane Maffei. In 1986 plaintiff
commenced employment at Kolaeton Industry, Inc. (Kolaeton) and, apart from a
temporary layoff in 1989, has remained in the employ of said defendant.
In January 1994 plaintiff underwent sex reassignment surgery to change his
sex from female to male. The record is unclear as to what physical changes have
taken place, and to what extent the plaintiff has completed his metamorphosis
from a female to a male, but plaintiff today holds himself out to be
Daniel Maffei.
Plaintiff alleges that prior to his transformation, he was considered an
exemplary employee, who executed his duties in a stellar fashion, was
frequently praised about his work performance, and received salary increases and
bonuses on a consistent basis. However, after his operation plaintiff asserts
that defendant Wong, the president of Kolaeton, began to degrade and humiliate
him at the office, has called him names, stripped him of his duties, ostracized
him from the rest of the employees and in the presence of the office manager
stated that plaintiff was "immoral and what [he] did was amoral". Plaintiff
claims that this harassment has resulted in a hostile work environment and he is
entitled to damages.
In addition to denying the aforesaid factual assertions, defendants contend
that even if true they fail to state a cause of action because neither the
Federal, New York State nor New York City law against employment discrimination
or harassment recognizes transsexuals as a protected class.
In considering this motion, which has not been converted to one for summary
judgment, the complaint combined with plaintiff's supplemental affidavit "must
be given their most favorable intendment" (Arrington v New
York Times Co., 55 NY2d 433, 442 [1982]).
The Federal law against discrimination in the workplace was enacted
as part of title VII of the 1964 Civil Rights Act and provides as follows
(42 USC § 2000e-2 [a]):
"It shall be an unlawful employment practice for an employer--
"(1) to fail or refuse to hire or to discharge any individual, or otherwise
to discriminate against any individual with respect to his compensation, terms,
conditions, or privileges of employment, because of such individual's race,
color, religion, sex, or national origin".
The New York State law, which added a prohibition against discrimination
based on sex in 1965, provides (Executive Law § 296):
"1. It shall be an unlawful discriminatory practice:
"(a) For an employer or licensing agency, because of the age, race, creed,
color, national origin, sex, or disability, or marital status of any individual,
to refuse to hire or employ or to bar or to discharge from employment such
individual or to discriminate against such individual in compensation or in
terms, conditions or privileges of employment."
The New York City law, which is similar to the State law with one important
difference--it prohibits discrimination based on sexual orientation, reads
(Administrative Code of City of NY § 8-107 [1]):
"It shall be an unlawful discriminatory practice:
"(a) For an employer or an employee or agent thereof, because of the actual
or perceived age, race, creed, color, national origin, gender, disability,
marital status, sexual orientation or alienage or citizenship status of any
person, to refuse to hire or employ or to bar or to discharge from employment
such person or to discriminate against such person in compensation or in terms,
conditions or privileges of employment."
In Meritor Sav. Bank v Vinson (477 US 57 [1986]), it was held that "a
plaintiff may establish a violation of Title VII by proving that discrimination
based on sex has created a hostile or abusive work environment" (supra, at 66),
but in order for "sexual harassment to be actionable, it must be sufficiently
severe or pervasive 'to alter the conditions of [the victim's] employment and
create an abusive working environment' " (supra, at 67).
In Harris v Forklift Sys. (510 US , 114 S Ct 367 [1993]), the
Supreme Court amplified the rules on this issue, stating:
"Conduct that is not severe or pervasive enough to create an objectively hostile or abusive work environment--an environment that a reasonable person would find hostile or abusive--is beyond Title VII's [**393] purview. Likewise, if the victim does not subjectively perceive the environment to be abusive, the conduct has not actually altered the conditions of the victim's
employment, and there is no Title VII violation.
"But Title VII comes into play before the harassing conduct leads to a
nervous breakdown. A discriminatorily abusive work environment, even one that
does not seriously affect employees' psychological well-being, can and often
will detract from employees' job performance, discourage employees from
remaining on the job, or keep them from advancing in their careers. Moreover,
even without regard to these tangible effects, the very fact that the
discriminatory conduct was so severe or pervasive that it created a work
environment abusive to employees because of their race, gender, religion, or
national origin offends Title VII's broad rule of workplace equality."510 US,
at - , 114 S Ct, at 370-371, supra.)
Sexual harassment in the workplace has also been found to be a violation of
the New York City law (Rudow v New York City Commn. on Human
Rights, 123 Misc 2d 709 [Sup Ct, NY County 1984], affd 109 AD2d 1111 [1st
Dept 1985]), as well as State law ( Matter of Salvatore v New York State
Div. of Human Rights, 118 AD2d 715 [2d Dept 1986]).
The crucial issue presented herein is whether harassment against a
transsexual is included within the purview of the aforequoted statutes. In
setting forth his position, plaintiff does not argue that the Federal law is
applicable, but rather appears to principally rely upon the provision of the
City law prohibiting discrimination based on sexual orientation.
I find that this City provision, however, does not aid plaintiff.
Subdivision (20) of section 8-102 of the Administrative Code defines "sexual
orientation" to mean "heterosexuality, homosexuality or bisexuality". The term
is thus dealing with sexual preferences and practices, i.e., the sex of a
person's sexual partner, with heterosexuals being persons sexually attracted to
members of the opposite sex, homosexuals being those attracted to members of the
same sex, and bisexuals attracted to both sexes. There is no claim that the
harassment alleged herein is the result of any sexual preferences
expressed by plaintiff.
In Underwood v Archer Mgt. Servs. (857 F Supp 96 [D DC 1994]), the
only case located in which a transsexual sought to claim coverage based on a
statute prohibiting discrimination based on sexual orientation, the complaint
(seeking relief based on a statute of the District of Columbia) was dismissed
because it was devoid of any claim of discriminatory conduct based on the
plaintiff's real or perceived preference or practice of sexuality. The court
held that a "conclusory statement that [plaintiff] was discharged on the basis
of transsexuality--the medical transformation from being a man to a woman--does
not constitute a claim for relief on the basis of being discharged for 'sexual
orientation.' " (Supra, at 98.)
In considering the issue of whether transsexuals are a protected class under
the prohibition against discrimination based on sex, it should first be
understood what is meant by transsexualism. Medically, the term is generally
considered to be a condition where physiologically normal individuals experience
discontent being of the sex to which they were born and have a compelling desire
to live as persons of the opposite sex. The discomfort is usually
accompanied by a desire to utilize hormonal, surgical and civil procedures to
live the sex role opposite to which they were born. They are thus persons whose
anatomic sex at birth differs from their psychological sexual identity. A
transsexual is not homosexual in the true sense as the latter seek sexual
gratification from members of their own sex as members of that sex, whereas
transsexuals' erotic attractions are generally with persons of their own
anatomic sex, but viewing themselves as members of the opposite desired sex.
Not to be confused with transsexuals are transvestites, who are persons content
with their own sex and are heterosexual, but who dress as members of the
opposite sex for sexual arousal (see, Note, Spelling "Relief" for Transsexuals:
Employment Discrimination and the Criteria of Sex, 4 Yale L & Poly [**394]
Rev 125 [1985]; Comment, The Law and Transsexualism: A Faltering Response to a
Conceptual Dilemma, 7 Conn L Rev 288 [1975]; Note, Transsexuals in Limbo: The
Search for a Legal Definition of Sex, 31 Md L Rev 236 [1971]).
Relevant to the issue at hand is the means by which a person's sex
is identified. Of course, at birth sex is identified by external genitalia.
However, experts now generally agree that there are at least seven variables
that interact to determine the ultimate sex of an individual, to wit: (1)
Chromosomes (XX female, XY male); (2) Gonads (ovaries or testes); (3) Hormonal secretions (androgens for males or estrogens for females); (4) Internal
reproductive organs (uterus or prostate); (5) External genitalia; (6)
Secondary sexual characteristics; and (7) Self-identity. (See, Note, 80
Nw U L Rev 1037 [quoting from Benjamin, The Transsexual Phenomenon, at 14 (1966)
("[E]very Adam contains elements of Eve and every Eve harbors traces of Adam,
physically, as well as psychologically.")]; Bowman and Engle, Sex Offenses: The
Medical and Legal Implications of Sex Variations, 25 Law and Contemp Probs 292;
Comment, The Law and Transsexualism: A Faltering Response to a Conceptual
Dilemma, 7 Conn L Rev 288 [1975]; Comment, Transsexualism, Sex Reassignment
Surgery and the Law, 56 Cornell L Rev 963 [1971].)
The Federal courts that have considered the issue at hand have unanimously
held that the title VII prohibitions do not apply to transsexuals.
In the leading case of Ulane v Eastern Airlines (742 F2d 1081 [7th
Cir 1984], cert denied 471 US 1017), a commercial airline pilot, after
taking female hormones for several years as a treatment for transsexual
feelings, underwent sex reassignment surgery. Thereafter, Illinois issued a
revised birth certificate indicating plaintiff was a female and the Federal
Aviation Authority certified plaintiff's flight status as a female. However,
the surgery did not result in plaintiff having a uterus and ovaries and her male
chromosomes were unaffected. Upon being discharged by the airline, plaintiff
sued claiming title VII discrimination. The District Court, finding that
plaintiff was dismissed because she was a transsexual, ruled that as such
plaintiff had a sexual "identity" problem and that "sex is not a cut-and-dried
matter of chromosomes, and that ... the term, 'sex', as used in any scientific
sense and as used in the statute can be and should be reasonably interpreted to
include among its denotations the question of sexual identity and that,
therefore, transsexuals are protected by Title VII." ( Ulane v Eastern
Airlines, 581 F Supp 821 [ND Ill 1984].)
On appeal, the decision in Ulane (supra) was reversed. The Seventh Circuit,
while acknowledging that title VII is a remedial statute and thus to be
liberally construed, determined that it was "constrained" to rule that the term
"sex" in the statute had to be given its "plain meaning [which] implies that it
is unlawful to discriminate against women because they are women and against men
because they are men" (742 F2d, at 1085, supra). Thus, it was concluded
that while a transsexual claiming discrimination because of his or
her current status as a male or female could state a valid cause of action under
title VII, the discrimination here was because plaintiff was a transsexual, "a
biological male who takes female hormones, cross-dresses, and has surgically
altered parts of her body to make it appear to be female" (supra, at 1087), and
the statute does not protect persons based on their sexual identity. In so
ruling, the court observed that there was little legislative history to the
amendment adding the word "sex" to the statute in that it was added as a floor
amendment one day before House approval of the legislation as a "gambit" of
a southern congressman seeking to scuttle the 1964 Civil Rights Act,
which was originally designed only to prohibit discrimination based on race
(supra, at 1085).
The ruling in Ulane (supra) is consistent with the decisions of all Federal
courts that have considered the issue, to wit: Dobre v National R. R.
Passenger Corp. (850 F Supp 284 [ED Pa 1993]); Sommers v Budget Mktg.
(667 F2d 748 [8th Cir 1982]); Powell v Read's, Inc. (436 F Supp 369 [D
Md 1977]); Grossman v Bernards Twp. Bd. of Educ. (11 FEP Cases 1196 [D
NJ 1975], affd 538 F2d 319 [3d Cir 1976]); Holloway v Andersen &
Co. (566 F2d 659 [9th Cir 1977]); Voyles v Davies Med. Ctr. (403 F Supp
456 [ND Cal [1975], affd 570 F2d 354 [9th Cir 1978]).
I find that the rulings in the aforesaid Federal cases are unduly restrictive
and should not be followed in interpreting our New York City
statute.
The only New York case on this issue is Richards v United States
Tennis Assn. (93 Misc 2d 713 [Sup Ct, NY County 1977]). There Dr. Renee
Richards, nee Richard Raskin, who had reassignment surgery, claimed that
defendants had violated her rights under section 296 of the Executive
Law in that they refused to permit her to participate in the United States Open
Tennis Tournament in the women's division. As a prerequisite to such
participation, defendants had insisted that plaintiff take a test known as the
Barr body test, which determines sex through an examination of chromosomes.
Without extensive discussion, the court found this requirement to be
discriminatory and in violation of section 296 in light of the "overwhelming
medical evidence" that demonstrated that plaintiff was a female.
Although all of the aforesaid antidiscriminatory statutes were originally
designed to insure equality for minorities and women, they have been
interpreted to also provide protection against discrimination against caucasians
and males (e.g., McDonald v Sante Fe Trail Transp. Co., 427 US 273
[1976]; CUNY-Hostos Community Coll. v State Human Rights Appeal Bd., 59
NY2d 69, 74 [1983] [purpose of statute "is to avoid discriminatory preference
for any group, minority or majority"]; Harding v Gray, 9 F3d 150 [DC Cir
1993]).
Regarding decisions of Federal courts interpreting the anti-discrimination
provisions of title VII, our Court of Appeals has noted that even
though the State statute is similar, New York courts are not bound by
interpretations of the Federal law (even by the United States Supreme Court),
although the determinations are "instructive", and that the purpose of the
enactment of our State statute "was by blanket description to eliminate all
forms of discrimination, those then existing as well as any later devised." (Brooklyn Union Gas Co. v New York State Human Rights Appeal Bd., 41
NY2d 84, 86, 89 [1976]; see also, Nicolo v Citibank, 147 Misc 2d 111,
114 [Sup Ct, Monroe County 1990] ["there is nothing precluding a court of this
State from making a more expansive interpretation" of our State law than that
given title VII].)
In examining the City statute, it is noted that as originally enacted by
Local Laws, 1965, No. 97 of the City of New York it referred to discrimination
based on "sex". However, subsequently the term "gender" was substituted for the
word "sex". While the reason for this change is not apparent, one court (Dobre v National R. R. Passenger Corp., supra), which determined that
transsexuals are not covered by the word "sex" in title VII, observed
that the result would be different if instead the term "gender" had been used,
stating: "The term 'sex' in Title VII refers to an individual's distinguishing
biological or anatomical characteristics, whereas the term 'gender' refers to an
individual's sexual identity. Holloway, 566 F.2d at 662-63." (850 F Supp, at 286, supra.)
In most of the Federal cases, the courts in denying protection to
transsexuals have partially relied on the fact that many bills had been offered
subsequent to 1965 to add the term "sexual orientation" to title VII, but none
had been passed (e.g., Ulane v Eastern Airlines, 742 F2d, at 1086, supra
["their rejection strongly indicates that the phrase in the Civil Rights Act
prohibiting discrimination on the basis of sex should be given a narrow,
traditional interpretation, which would also exclude transsexuals"]; Holloway v Andersen & Co., 566 F2d, at 662, supra [failure to add sexual
orientation shows "that Congress had only the traditional notions of
'sex' in mind"]; Sommers v Budget Mktg., 667 F2d, at 750, supra ["the
fact that the proposals were defeated indicates that the word 'sex' in
Title VII is to be given its traditional definition, rather than an
expansive interpretation"]; Powell v Read's, Inc., supra; Voyles
v Davis Med. Ctr., supra).
However, I find this argument unpersuasive. As indicated above, there is a
clear distinction between homosexuals and transsexuals. Because Congress may
have chosen not to include the term "sexual orientation" in title
VII does not mean that it has considered and declined coverage to transsexuals.
*
However, if it is logical to assume that the failure of Congress to adopt
legislation to include the term "sexual orientation" in title VII is proof of
lack of intent to include transsexuals, it would seem that courts that adopted
this position would have to agree as a corollary that the inclusion of such term
in a statute would evidence an intent to include transsexuals. Thus, it could
be argued that the 1991 amendment to the New York City statute adding "sexual
orientation" to section 8-107 as a prohibited ground on which to discriminate
would mean that transsexuals are now covered. But, since I disagree with basic
contentions that the failure of Congress to include the term "sexual
orientation" in title VII demonstrates an intent to exclude transsexuals, I do
not rely on the aforesaid corollary to support my conclusion that transsexuals
are protected against discrimination under the provisions of the Administrative
Code. (Cf., Underwood v Archer Mgt. Servs., supra.)
As all courts agree, the antidiscrimination statutes are remedial and thus
to be interpreted liberally to achieve their intended purposes. Our New York
City law is intended to bar all forms of discrimination in the
workplace and to be broadly applied. Accordingly, I find that the creation of a
hostile work environment as a result of derogatory comments relating
to the fact that as a result of an operation an employee changed his or her
sexual status creates discrimination based on "sex", just as would comments
based on the secondary sexual characteristics of a person. For example, an
employer who continually made derogatory comments regarding an employee's
breasts could clearly be found to be in violation of the law's provisions
against sexual harassment (e.g., Zveiter v Brazilian Natl.
Superintendency of Merchant Mar., 833 F Supp 1089 [SD NY 1993]). Thus, an
employer who harasses an employee because the person, as a result of surgery and
hormone treatments, is now of a different sex has violated our City prohibition
against discrimination based on sex. In other words, an employee who has
fulfilled a sexual identity urge by changing sex and is harassed because of such
fulfillment is entitled to the law's protection against employer harassment.
Although, as indicated above, a person may have both male and female
characteristics, society only recognizes two sexes. In the complaint
plaintiff alleges that he is now a male based on his identity and outward
anatomy. Being a transsexual male he may be considered part of a subgroup of
men. There is no reason to permit discrimination against that subgroup under
the broad antidiscrimination law of our City.
Accordingly, defendant's motion to dismiss the complaint is denied.
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