The First Department has reinstated a racial discrimination lawsuit against the City of New York and a police department supervisor based on explicit and implicit racial comments made by the supervisor in the context of the plaintiff's employment.
The case is Taylor v. The City of New York, issued on May 19. Plaintiff is a Black man who worked for the NYPD. He sues under the New York City Human Rights Law, which the City Council intended to reach further than federal law, deemed insufficiently protective of plaintiffs' rights when the City HRL was amended in 2006. This ruling is far-reaching and provides some interesting holdings that plaintiff-side attorneys will embrace.
First, the supervisor, Toczek, made numerous comments disparaging Black NFL football players, including Colin Kaepernick, who engaged in public racial justice protests. When plaintiff told Toczek that these football players had a constitutional right to protest, Toczek said, "it's my right . . . if I want to like Black people." I am sure the NYPD claimed this comment was too vague to support a discrimination case, but the jury may find that Toczek was disparaging Black Americans. He also shared articles about Black NFL players committing crimes and described them as "perps." Toczek's comments lead the First Department to find that plaintiff suffered discrimination based on his race, as the lawsuit asserts this supervisor's subsequent actions against plaintiff were racially motivated. As the First Department says, Toczek's comment to plaintiff about his right whether to like Black people was facially discriminatory, "and is alone sufficient to defeat summary judgment." Under City HRL parlance, this was not an insubstantial comment or a "petty slight or trivial inconvenience."
That brings us to an incident where Toczek had plaintiff accompany him to apprehend an arrestee who had previously assaulted police officers. Toczek told plaintiff, who is 6'7" and 260 pounds, that the arrestee will take one look at plaintiff and decline to fight, stating, "look how big you are." Plaintiff next suffered a serious physical injury in accompanying Toczek. Plaintiff sufficiently asserts a discrimination claim arising from this episode because "[a] reasonable juror could interpret Toczek's statements commending on plaintiff's physical appearance -- as compared with more slight white coworkers who were injured by the arrestee -- could have been racially-motivated and "communicated a decision-maker's explicit bias," and not a mere stray remark which would be nonactionable under the City HRL.
Moreover, "a reasonable juror could interpret Toczek's assertion that plaintiff's appearance, including his size, would deter violence from the arrestee, as an attempt to invoke the 'classic and common racist trope that Black men are inherently threatening or dangerous.'" The jury has to determine whether this was "coded racial language" or a permissible reference to plaintiff's size. That holding cites to a non-employment case, Matter of Putorti, in which a Justice of the Peace was disciplined for making a similar comment to a litigant who came before him. In that case, the New York Court of Appeals in turn cited to a law review article that addressed racial stereotypes, That makes this case the first employment discrimination case, to my knowledge, advancing this holding about racial stereotypes in the workplace through comments about the plaintiff's physical appearance.