Upcoming Execution Tests Trump Administration’s Commitment to Religious Liberty

AUSTIN SARAT

Austin Sarat—Associate Provost, Associate Dean of the Faculty, and William Nelson Cromwell Professor of Jurisprudence and Political Science at Amherst College—comments on a religious liberty issue presented by the upcoming execution of Wesley Ira Purkey. Sarat explains that Purkey’s spiritual advisor is unable to attend Purkey’s execution due to the COVID-19 pandemic, and he points out that for the federal government to carry out the execution anyway would belie its purported commitment to religious liberty.

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Trichell v. Midland Credit Management, Inc.

Dockets: 18-14144, 19-10120

Opinion Date: July 6, 2020

Judge: Katsas

Areas of Law: Civil Procedure, Constitutional Law, Consumer Law

The Eleventh Circuit held that plaintiffs lacked Article III standing to pursue their claims under the Fair Debt Collection Practices Act (FDCPA). Plaintiffs alleged that collection letters were misleading and unfair in falsely suggesting that they could be sued or that the debt could be reported to credit-rating agencies. The court wrote that plaintiffs seek to recover for representations that they contend were misleading or unfair, but without proving even that they relied on the representations, much less that the reliance caused them any damages.

D'Onofrio v. Costco Wholesale Corp.

Docket: 19-10663

Opinion Date: July 6, 2020

Judge: John K. Bush

Areas of Law: Civil Rights, Constitutional Law, Labor & Employment Law

After Costco terminated plaintiff, who has been deaf since birth, she filed suit in Florida state court for violations of the Florida Civil Rights Act of 1992 (FCRA). After Costco removed the case to federal court, the case went to trial, and the jury returned a verdict in favor of Costco on one count of wrongful termination, but against the company on plaintiff's failure-to-accommodate claim. The district court subsequently granted summary judgment to Costco for judgment as a matter of law on the failure-to-accommodate claim. The Eleventh Circuit affirmed, holding that there was insufficient evidence to support plaintiff's failure-to-accommodate claim. In this case, plaintiff failed to point to a specific instance in which she needed an accommodation and was denied one. The court stated that it cannot hold that an employer fails to reasonably accommodate a deaf employee when it provide her with on-demand access to live sign-language interpreters at two, convenient locations within her place of work; when it goes further to provide on-site person interpreters for larger, group meetings; when it arranges a thorough training session on deaf culture, pursuant to the plaintiff's request; and when the plaintiff's general manager—the supervisor who was the sole subject of her sole complaint—resolves to improve his relationship with the plaintiff by attending multiple, one-on-one training sessions.