3 Ocaho 568 1641 United States Department of Justice

3 OCAHO 568 UNITED STATES DEPARTMENT OF JUSTICE EXECUTIVE OFFICE FOR IMMIGRATION REVIEW OFFICE OF THE CHIEF ADMINISTRATIVE HEARING OFFICER DALILA KAMAL-GRIFFIN, ) Complainant, ) ) v. ) 8 U.S.C. § 1324b Proceeding ) CASE NO. 92B00067 CAHILL GORDON & ) REINDEL ) Respondent. ) ) FINAL DECISION AND ORDER GRANTING RESPONDENT'S MOTION FOR SUMMARY DECISION AND DENYING COMPLAINANT'S CROSS-MOTION FOR SUMMARY DECISION (October 19, 1993) Appearances: For the Complainant Dalila Kamal-Griffin, Pro Se For the Respondent Charles A. Gilman Silda Palerm Cahill Gordon & Reindel Before: ROBERT B. SCHNEIDER Administrative Law Judge 1641 3 OCAHO 568 TABLE OF CONTENTS I. STATUTORY BACKGROUND ............................ 1 II. PROCEDURAL HISTORY ................................ 4 III. FACTS ................................................. 8 IV. DISCUSSION, FINDINGS OF FACT AND CONCLUSIONS OF LAW ................................ 12 A. Legal Standards for Summary Decision ................. 12 B. Threshold Issues 12 1. Complainant Has Standing to Bring a Citizenship Claim ................................ 12 2. Respondent is Subject to IRCA's Prohibition Against Citizenship Status Discrimination 13 C. The Alleged Unfair Immigration-Related Employment Practices .............................. 14 1. Disparate Treatment Theory ........................ 14 2. Case Analysis 19 a. Complainant Failed to Establish a Prima Facie Case ............................... 19 i. Respondent Does Not Require An American J.D. Degree of its Permanent Associate Attorneys .................. 23 ii. Respondent's Requirement For Permanent Associate Positions of a Primary Legal Education in a Common Law System of Jurisprudence Does Not Discriminate Based on Citizenship Status .................... 23 1642 3 OCAHO 568 A. Respondent Has an Unwritten Requirement For Permanent Associate Attorneys to Have a Primary Legal Education in a Common Law System of Jurisprudence .............................. 23 1. Respondent Uses the Term "Foreign Lawyer to Refer to an Individual Whose Primary Legal Education is in a Non-Common Law System of Jurisprudence ............................ 23 2. Respondent Requires its Permanent Associates to Have a Primary Legal Education in a Common Law System of Jurisprudence ................... 25 B. Cahill Gordon's Requirement of a Primary Legal Education in a Common Law Legal System Does Not Discrimi- nate Based on Citizenship Status ............... 27 1. The Requirement is Neutrally Applied ................................. 27 2. Respondent Neither Intends For the Requirement to Discriminate Based on Citizenship Status Nor Adopted It For That Purpose ................ 27 a. Respondent's Incorrect Use of the Term "Foreign Lawyer" Does Not Establish Discriminatory Intent .................... 28 b. That Respondent Hires Non- Citizens Whose Primary Legal Education is in a Common Law System But Does Not Hire Non-Citizens Whose Primary Legal Education is Not in a Common Law System Does Not Establish Citizenship Status Discrimination .................... 29 1643 3 OCAHO 568 c. Citizenship Status Does Not Determine the Type of Legal System in Which an Indivi- dual Chooses to Obtain His or Her Legal Education .................. 31 d. Respondent's Failure to Include Citizenship Status in its Firm Brochure, Listing the Types of Discrimination It Prohibits Does Not Establish Discriminatory Motive ................... 31 e. It is Not an ALJ's Role to Second-Guess an Employer's Business Decision ...................... 33 b. Section 1324b(a)(6) Does Not Apply to This Case 36 c. Conclusion .................................. 37 d. Attorney Fees .................................. 37 i. Respondent is the Prevailing Party ............... 38 ii. Kamal-Griffin's Claim Was Not Without Reasonable Foundation in Law and Fact ........... 38 1644 3 OCAHO 568 I. Statutory Background The Immigration Reform and Control Act of 1986 ("IRCA"), Pub. L. No. 99-603, 100 Stat. 3359 (Nov. 6, 1986), as amended, was enacted by Congress as amendment to the Immigration and Nationality Act of 1952, in an effort to control illegal immigration by eliminating job opportunities for illegal immigrants in the United States. H.R. Rep. No. 682, Part I, 99th Cong., 2d Sess. 45-46 (1986), reprinted in 1986 U.S. Code Cong. & Admin. News 5649, 5649-50. Under § 101 of IRCA, 8 U.S.C. § 1324a, employers are subject to sanctions for, among other things, hiring aliens who are not authorized to work in the United States. IRCA imposes sanctions on employers who knowingly hire, recruit, refer for a fee, or continue to employ unauthorized workers without verifying their eligibility to work in this country. See 8 U.S.C. § 1324a(a)(1) and (2). IRCA also imposes sanctions on employers who fail to comply with 8 U.S.C. § 1324a(b), the statute's employment verification system. The statute provides for civil and criminal penalties as well as injunctions. See 8 U.S.C. § 1324a(e)(4) and (5) (civil monetary penalties) and 8 U.S.C. § 1324a(f)(1) and (2) (criminal penalties and injunctions for pattern or practice violations). Based on concern that the employer sanctions program might cause employers to refuse to hire individuals who look or sound foreign, including those who, although not citizens of the United States, are lawfully present in the country, Congress included antidiscrimination provisions within IRCA. "Joint Explanatory Statement of the Committee of Conference," H.R. Rep. No. 99-1000, 99th Cong., 2d Sess. 87-88 (1986), reprinted in U.S. Code Cong. & Admin. News at 5653. See generally United States v. General Dynamics Corp., 3 OCAHO 517, at 1-2 (May 6, 1993), appeal docketed, No. 93-70581 (9th Cir. July 8, 1993). These provisions, enacted at section 102 of IRCA, 8 U.S.C. § 1324b, prohibit as an "unfair immigration-related employment prac-tice," discrimination based on national origin or citizenship status "with respect to hiring, recruitment, referral for a fee, of [an] individual for employment or the discharging of the individual from employment." 8 U.S.C. § 1324b(a)(1)(A) and (B). The statute also considers certain documentary practices relating to an employer's compliance with § 1324a to be prohibited by IRCA's antidiscrimination provisions. More specifically, IRCA treats as an "unfair immigration-related employment practice" relating to the hiring of individuals (and thus a violation of § 1324b(a)(1)) an employer's "request, for purposes of satisfying the requirements of section 1324a(b) . ., for more or different documents than are required under such section or refusing to honor documents tendered that on their face reasonably appear to be genuine." 8 U.S.C. § 1324b(a)(6). 1645 3 OCAHO 568 IRCA prohibits national origin discrimination against any individual, other than an unauthorized alien, and prohibits citizenship status discrimination against a "protected individual," statutorily defined as a United States citizen or national, an alien, subject to certain exclu-sions who is lawfully admitted for permanent or temporary residence, or an individual admitted as a refugee or granted asylum. 8 U.S.C. §1324(a)(3). The statute prohibits citizenship status discrimination by employers of more than three employees, 8 U.S.C. §1324b(a)(2)(A), and prohibits national origin discrimination by employers of between four and fourteen employees, 8 U.S.C. §1324(a)(2)(B), thus supplementing the coverage of Title VII of the Civil Rights Act of 1964 ("Title VII"), as amended, 42 U.S.C. §2000 et seq., which prohibits national origin discrimination by employers of fifteen or more employees. Section 102 of IRCA filled a gap in discrimination law left by the Supreme Court's decision in Espinoza v. Farah Mfg. Co., 414 U.S. 86 (1973), in which the Court held that Title VII does not prohibit discrimination based on citizenship status or alienage. Id. at 95. In Espinoza, a lawfully admitted resident alien who was a Mexican citi-zen, was denied employment as a seamstress because of the prospective employer's long-standing company policy to hire only U.S. citizens. The record in that case indicated that 96% of the employees at the division of the company in which the plaintiff applied were U.S. citizens of Mexican ancestry, as were 97% of the seamstresses in that division. Thus, the Court found that the defendant employer did not discriminate against individuals of Mexican national origin with regard to employment as seamstresses; Rather, the plaintiff had been discriminated against based on her citizenship status. Espinoza, 414 U.S. at 93. The Court construed the term "national origin" as used in Title VII to refer "to the country where a person was born, or, more broadly, the country from which his or her ancestors came." Id. at 88. Based upon this definition, the Court held that national origin discrimination does not encompass discrimination solely based on an individual's citizenship status. Id. at 95; see Fortino v. Quasar Co., 950 F.2d 389 (7th Cir. 1991) (a treaty-sanctioned preference for Japanese citizens was not actionable under Title VII as national origin discrimination); Longnecker v. Ore Sorters (North America), Inc., 634 F.Supp. 1077 (N.D.Ga. 1986) (a Title VII national origin claim dismissed because it was based on alleged discrimination arising from contractual arrangements linked to citizenship); Vicedomini v. Alitalia Airlines, 33 Empl. Prac. Dec. (CCH) ¶ 34,119 (S.D.N.Y. 1983) (plaintiff's allegation of discrimination based on his American citizenship did not state a cause of action under Title VII); Novak v. World Bank,

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