Webb-Weber v. Community Action for Human Services, Inc., 23 N.Y.3d 448 (2014)
A plaintiff asserting a claim under New York Labor Law § 740 (2) (a), the whistleblower statute, is not required to specifically identify the law, rule, or regulation the employer allegedly violated, but must identify the employer’s activities, policies, or practices that were reported.
Summary
Webb-Weber, former COO of Community Action, sued after being terminated, alleging she was fired for reporting the organization’s policies and practices to public agencies. Community Action moved to dismiss, arguing Webb-Weber failed to identify the specific law, rule, or regulation violated. The Court of Appeals held that while a plaintiff must ultimately prove a violation of law to recover under § 740, the initial pleading only requires identifying the employer’s problematic activities, policies, or practices, not the specific legal provision violated.
Facts
Plaintiff Webb-Weber was the chief operating officer for Community Action, a non-profit providing social services. She reported to CEO David Bond. Webb-Weber claimed she was terminated after reporting complaints to public agencies about Community Action’s policies and practices, including:
- Falsification of patient medication and treatment records.
- Inadequate fire safety.
- Mistreatment of Community Action residents.
- Deficiencies in patient care and in the facility itself.
She notified the Office for People with Developmental Disabilities (OPWDD) and the New York City Fire Department. OPWDD conducted a survey and issued a “60-Day Order,” and later placed Community Action under sanctions by the New York State Department of Health. The New York City Fire Department issued three violations.
Procedural History
- Supreme Court granted plaintiff’s cross-motion to amend the complaint and partially granted the defendant’s motion to dismiss, upholding the Labor Law § 740 claim.
- The Appellate Division reversed and dismissed the § 740 claim because the complaint did not identify a specific law, rule, or regulation violated.
- The Court of Appeals granted leave to appeal and reversed the Appellate Division.
Issue(s)
Whether a complaint asserting a claim under Labor Law § 740 (2) (a) must identify the specific “law, rule or regulation” allegedly violated by the employer.
Holding
No, because the plain language of Labor Law § 740 (2)(a) does not impose such a requirement for pleading purposes.
Court’s Reasoning
The Court reasoned that Labor Law § 740 (2) (a) prohibits retaliation against an employee who discloses or threatens to disclose an employer’s “activity, policy or practice.” The Court interpreted this to mean that a plaintiff must show they reported or threatened to report the employer’s “activity, policy or practice,” but need not claim they cited any particular “law, rule or regulation” at that time.
The court stated, “{m}erely the practice — not the legal basis for finding it to be a violation — appears to be what must be reported.”
While a plaintiff must ultimately prove an actual violation to recover, the pleading requirements are less stringent. The complaint must identify the activities, policies, or practices so the employer has notice of the alleged conduct. Here, the complaint adequately alleged violations based on the sanctions and violations issued by public bodies due to the plaintiff’s complaints.
The Court emphasized that on a motion to dismiss, the complaint must be afforded a liberal construction, and the plaintiff’s allegations given every favorable inference, citing Leon v. Martinez, 84 NY2d 83, 87-88 (1994). The court noted that the defendant could request a bill of particulars to identify specific laws, rules and regulations allegedly violated.