Professional Documents
Culture Documents
2 D Response
2 D Response
21-911
IN THE UNITED STATES COURT OF APPEALS
FOR THE SECOND CIRCUIT
TABLE OF CONTENTS
Introduction .......................................................................................................... 1
Argument .............................................................................................................. 4
ii
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Conclusion ........................................................................................................... 27
iii
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TABLE OF AUTHORITIES
Cases Page(s)
Adams v. Zelotes,
606 F.3d 34 (2d Cir. 2010)................................................................................... 12
Chi Iota Colony of Alpha Epsilon Pi Fraternity v. City Univ. of New York,
502 F.3d 136 (2d Cir. 2007)................................................................................. 20
Geller v. Cuomo,
476 F. Supp. 3d 1 (S.D.N.Y. 2020) ....................................................................... 6
Gonzales v. Carhart,
550 U.S. 124 (2007) ............................................................................................... 6
iv
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Healy v. James,
408 U.S. 169 (1972) ............................................................................................. 18
Hedges v. Obama,
724 F.3d 170 (2d Cir. 2013)................................................................................... 7
v
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Roe v. Wade,
410 U.S. 113 ........................................................................................................ 24
Steffel v. Thompson,
415 U.S. 452 (1974) ............................................................................................... 6
Tabbaa v. Chertoff,
509 F.3d 89 (2d Cir. 2007)............................................................................. 17, 18
vi
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INTRODUCTION
women in difficult situations. They are not bigots who seek to discriminate against
anyone, control anyone, or dictate anyone’s most personal decisions.1 Before and
messages of love and support to women who need those, often along with financial
To fulfill this mission of communicating love for mothers and their unborn
babies, Evergreen employs only five to seven people at a time. Those employees,
significant extent that love, acceptance, and support cannot be conveyed except by
1
Contra State Br. 1 (accusing Evergreen and Slattery of asserting “the right to
discriminate and retaliate against their employees”); Amicus Brief of American
Atheists (Atheists Br.) at 2, 4 (stating that Evergreen and Slattery “wish to dictate
the most private decisions of their employees and . . . their employees’ dependents
. . . and intrude into sensitive and personal matters . . . .”).
1
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In choosing who will represent Evergreen to its clients, Evergreen is choosing the
forward-facing element of its message, precisely the same way a publisher would
choose the cover of a book. Also like the publisher choosing a cover, Evergreen
must take care that the employees are in every way good and faithful
its mission does not make Evergreen a bigot wanting to discriminate against people
who have had abortions or control their employees’ private decisions, as the State
and its amici aver.2 As the State points out, there are many people who have had
abortions in the past and, formed by that experience, have become committed,
compelling advocates for Evergreen’s message. State Br. 24. This may be as or
Evergreen. That does not change the fact that in other, more straightforward
culture. Evergreen does not insist on a policy of firing such a person or anyone
2
See supra note 1.
2
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with abortion in their past.3 It merely insists on what the Constitution promises and
The fact that a reproductive decision, like any decision, can affect a person
and a potential hiring situation in more than one way simply demonstrates why the
First Amendment preserves Evergreen’s right to hire and fire by its own judgment,
free from “intrusion into [its] internal structure or affairs,” and uncoerced by the
value judgments of the State or the larger culture. See Boy Scouts of America v.
Dale, 530 U.S. 640, 647-48 (2000) (upholding the right of expressive association
as “crucial in preventing the majority from imposing its views on groups that
Christian Legal Soc’y v. Walker, 453 F.3d 853, 863 (7th Cir. 2006) (“CLS’s beliefs
about sexual morality are among its defining values; forcing it to accept as
3
Again, contrary to the caricatures presented by the State and amici. See, e.g.,
Atheists Br. 6 (“Evergreen contends that hiring or continuing to employ someone
who (or whose dependent) made a health care decision it disagrees with violates its
religious beliefs.”).
3
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members those who engage in or approve of homosexual conduct would cause the
ARGUMENT
The State attempts to deny Plaintiffs their claim that Section 203-E is an
that Plaintiffs must instead argue that the statute is facially overbroad. State Br. 18.
The State’s new argument relies on unsupportive cases and is flatly contradicted by
Supreme Court and Second Circuit precedent. Plaintiffs adequately pleaded that
Evergreen.
Meyers, LLP v. Presiding Justices, 852 F.3d 178, 184 (2d Cir. 2017), to the effect
that “where plaintiffs had not been charged with violating any law, their challenge
(quoting the brief, not the case). The plaintiffs in Jacoby v. Meyers did not
effectively plead an as-applied challenge, however, and the Court seems to have
4
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been simply setting forth a default rule for distinguishing as-applied challenges
from facial ones. Id. It did not discuss this rule or the possibility of a threat of
enforcement. Id. Jacoby & Meyers relied on another vagueness case in which a
threat of enforcement to the particular parties, and thus an as-applied claim, was
not raised or considered. Id. (quoting New York State Rifle & Pistol Ass’n, Inc. v.
Cuomo, 804 F.3d 242, 265 (2d Cir. 2015) (describing the facial claim at hand)).
That case in turn relied solely on a decision that considers and rejects a
speculative. See Richmond Boro Gun Club, Inc. v. City of New York, 97 F.3d 681,
686 (2d Cir. 1996). In other words, the State relies on authority that does not deny
Moreover, the State’s position, raised for the first time on appeal, that, in
decades of precedent from the Supreme Court, the Second Circuit, and other
5
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Steffel v. Thompson, 415 U.S. 452, 475 (1974) (emphasis added). Subsequent cases
challenges” in constitutional cases); Cayuga Nation v. Tanner, 824 F.3d 321, 331-
4
At least one district court in New York has recognized the apparent “tension
between Jacoby and Steffel and Holder” but declined to “resolve that tension.”
Geller v. Cuomo, 476 F. Supp. 3d 1, 17 (S.D.N.Y. 2020). Plaintiffs suggest the
resolution is simply that the Jacoby panel intended only to describe the facial claim
before it, rather than create a sweeping new legal standard that contradicts
Supreme Court precedent. See Jacoby, 852 F.3d at 184.
6
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to await and undergo a criminal prosecution as the sole means of seeking relief.”
Babbitt v. United Farm Workers Nat’l Union, 442 U.S. 289, 298 (1979) (internal
quotation marks omitted). “Put differently, the Court held that a plaintiff has
speculative.’” Hedges v. Obama, 724 F.3d 170, 196 (2d Cir. 2013) (quoting
Babbitt, 442 U.S. at 302). The standard established in Babbitt “sets a low threshold
are generally “willing to presume that the government will enforce the law as long
as the relevant statute is recent and not moribund.” Id. at 197 (internal quotation
The legislative history of Section 203-E establishes that the purpose of the
religious beliefs about reproductive rights on their employees. JA62 ¶ 128-29; see
mechanisms, including private rights of action for damages and equitable relief,
7
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54. Despite this variety of enforcement measures, Plaintiffs have alleged that they
will continue to make employment decisions in line with their religious and moral
beliefs:
77. Plaintiffs intend to take adverse employment action against personnel who
choose to procure abortions or otherwise violate their organizational policies
regarding abortion and sexual morality.
JA56; see Babbitt, 442 U.S. at 298 (credible threat of enforcement exists when
It is also legally significant that the State has not disavowed enforcement
against Plaintiffs. Susan B. Anthony List, 573 U.S. at 165 (citing absence of
disavowal as further support of credible threat); Knife Rts., Inc. v. Vance, 802 F.3d
377, 385 (2d Cir. 2015); Holder, 561 U.S. at 16 (“The Government has not argued
to this Court that plaintiffs will not be prosecuted if they do what they say they
wish to do.”); Babbitt, 442 U.S. at 302. Nor could the State disavow enforcement,
any type of employer other than Plaintiffs, since most employers would have no
8
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protected by this statute. Since many religious employers are not subject to the law
Hosanna-Tabor Evangelical Lutheran Church & Sch. v. EEOC, 565 U.S. 171,
190-191 (2012), Plaintiffs are among the only available targets for enforcement.
violation just by expressing its intention “to take adverse employment action
private enforcement under Section 203-E and is entitled to raise its preenforcement
Even if the State could establish that Plaintiffs do not face a credible threat
9
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In the First Amendment context, the Supreme Court has recognized a “type
plainly legitimate sweep.” United States v. Stevens, 559 U.S. 460, 473 (2010)
because (1) it has a very limited “sweep,” and (2) its few actual applications are
The trouble with defining the “sweep” of Section 203-E is that the State has
203-E actually exists. Given that the trial court proceedings are only at the
pleading stage, the only “record” regarding this issue is from the Plaintiffs:
63. The legislative history of the Boss Bill, as well as the text of the bill
itself, offer no examples of adverse employment consequences caused by any
employer decisions in light of employee reproductive health choices.
that will be prevented by Section 203-E, then it has no plainly legitimate sweep.
Naturally, the State urges the Court to consider Section 203-E to have a
10
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that is true of most laws. Instead, “[l]egislation is measured for consistency with
It is evident from the legislative history of Section 203-E and from simple
statutory interpretation that, upon the vast majority of employers, Section 203-E
has no meaningful effect. The Senate’s own statements confirm that no one expects
legislation targets religious employers (“the Boss Bill that passed will prevent an
The State’s effort now to claim that the law actually applies to all employers is
therefore “[t]rue, but beside the point.” June Med. Servs. L. L. C. v. Russo, 140 S.
Ct. 2103, 2132–33 (2020) (citing Casey to reject Louisiana’s suggestion that its
5
“Standing Up For Women’s Rights: Senate Majority Passes Historic Pro-Women
Legislation,” The New York State Senate, Jan. 22, 2019,
https://www.nysenate.gov/newsroom/press-releases/standing-womens-rights-
senate-majority-passes-historic-pro-women-legislation; see also Complaint, JA62-
63.
11
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Also explicitly acknowledged by the legislature was the fact that Section
203-E actually cannot apply to all religious employers. Legislators were expressly
religious employers hiring employees who act as ministers. State Br. 55. The
legislature’s own words therefore confirm that the intended “sweep” of the statute
Because, as the District Court noted, the scope of the ministerial exception to anti-
discrimination laws is in flux, JA32, it is not entirely clear what this population
(religious employers not hiring ministers) amounts to. What is clear is that this
sweep.” Stevens, 559 U.S. at 473 (internal quotation marks and citation omitted);
try mightily to minimize the certainty, scope and significance of Section 203-E’s
12
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impact on Plaintiffs’ expressive association. State Br. 23-26. Per the State,
plaintiffs’ intended message is speculative.” State Br. 2; see also id. at 23, 24, 45.
The Court should reject the State’s speculation about its statute’s impact on
As a preliminary consideration, the Supreme Court has made clear that courts
must defer to an expressive association’s judgment about “what would impair its
expression.” Boy Scouts of America v. Dale, 530 U.S. 640, 653 (2000) (citing
(1981) (“But it is not for the courts to mediate the merits of th[e] dispute” as to the
impact of a law on plaintiffs’ associational rights. “For even if the State were
correct, a State, or a court, may not constitutionally substitute its own judgment for
that of the Party.”)). The State’s entire discussion of its opinions on the magnitude
ignore the humility the Constitution requires of courts when identifying the scope
of First Amendment freedoms. La Follette, 450 U.S. at 124 (“And as is true of all
expressions of First Amendment freedoms, the courts may not interfere on the
13
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ground that they view a particular expression as unwise or irrational.”). The Court
viewpoint by “denying them the right to organize their staff, to communicate to the
staff, [and] to correct, discipline or terminate staff who reject Plaintiffs’ moral and
religious position” about abortion. JA58; see also JA46 (“the challenged law is an
existential threat to Plaintiff Evergreen . . .”); JA56 (“The Boss Bill coerces
Plaintiffs to betray their moral and religious beliefs . . .”); JA56 (“Forcing
from disagreeing with personnel who do not share Plaintiffs’ beliefs . . . would
203-E’s likely effect on Evergreen, it would quickly notice that the State’s
scenarios are strikingly limited and polar. Between the State’s two scenarios
6
Evergreen believes these allegations are legally sufficient, but in any case the
district court’s dismissal after finding only “incidental limitations on the Plaintiffs’
associational rights” was premature. See New Hope, 966 F.3d at 179 (“As for the
‘slight impairment’ conclusion, it too is premature.”).
14
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medical decisions at work, which, alone, would not likely warrant any particular
employment action), there is the world that 98% of people live in: one in which
people make medical and other decisions (some of which have immediate effects
social media), discuss them publicly (around the water cooler or on Facebook) or
relevant to a conversation, and even post evidence of their actions and positions on
social media (a public domain in which many behave as if they are in private).
These are all scenarios that occur every single day to every single person;
they are also all settings in which an Evergreen employee’s revelation of his or her
views and actions related to abortion and contraception would significantly affect
Dale, 530 U.S. at 641. Nothing in the State’s supposedly narrow interpretation of
Section 203-E leaves open a way for Evergreen to discipline or fire an employee
clients in any of these everyday, normal, completely inevitable ways, all of which
15
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not hold signs outside of abortion clinics and then go home. Instead, their job is to
through a personal relationship with clients. JA49-50 ¶¶ 32-33; JA59 ¶ 104; JA61 ¶
118; JA62 ¶ 124. Every aspect of their lives must show a commitment to that
persuasive authority. Therefore, to effect its mission, Evergreen must strive to hire
and retain individuals who live their mission consistently and completely. Absent
the State’s imposition of Section 203-E, Evergreen will avoid particularly, even
more than someone who with integrity disagrees with their mission, the sort of
person who would agree to pretend to support their mission while at work.
clients as required.”).
Evergreen is entitled to act in lawful ways to ensure that its employees are
sincerely pro-life and show the integrity in their beliefs that would inspire trust.
That may require terminating the employment of someone who has chosen to have
16
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comfort that Section 203-E does not prohibit Evergreen from firing any employee
who publishes an article about her abortion in the newspaper. State Br. 23. Nor
does it help even a little that Evergreen is “free to publicly dissociate themselves”
from its own employees, like law schools could do from military recruiters in
Rumsfeld v. Forum for Academic and Institutional Rights, Inc., 547 U.S. 47, 69-70
(2006) (cited in State Br. 26), presumably by handing its vulnerable clients
you do not represent the views of EMC.” Since employees are themselves the
between them and that message would not protect Plaintiffs’ mission; it would
effectively eliminate it. See, e.g., Walker, 453 F.3d at 863 (“CLS’s beliefs about
sexual morality are among its defining values; forcing it to accept as members
those who engage in or approve of homosexual conduct would cause the group as
A third reason to reject the State’s judgment that Section 203-E does not
position is not reflective of this Court’s precedent or other cases in this area.
The State cites Tabbaa v. Chertoff, 509 F.3d 89, 101 (2d Cir. 2007), for the
proposition that “[m]ere incidental burdens on the right to associate” do not violate
17
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the First Amendment. State Br. 17. That case is indeed illustrative, but mainly of
the type of conduct that this Court will find to be a “significant burden” on
to detain them for four to six hours at the American border following their
Tabbaa, in turn, cites Healy v. James, 408 U.S. 169 (1972), in which the Supreme
deny official recognition to a student group, even though the group was free to
and being forced to meet off campus are significant burdens on association,
In New Hope Fam. Servs., Inc. v. Poole, 966 F.3d 145 (2d Cir. 2020), this
law forcing adoption agencies to associate with same-sex couples, even just as
foster parents (rather than, as here, employees who communicate with clients). Id.
at 179. In New Hope, the district court had used compelled hiring as an example of
agency. Id. (citing the district court’s erroneous conclusion that New Hope had
only “slight impairment” to its expressive activity because it was “not being
18
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required to hire employees that do not share [its] same religious values”). In
Walker, the Seventh Circuit upheld the expressive association rights of a Christian
group in its ordinary membership decisions: “It would be difficult for CLS to
conduct if, at the same time, it must accept members who engage in that conduct.”
(2) those who disagree, (3) even silently, with an organization’s expressive
mission. Here, Section 203-E forces Plaintiffs to include (1) by hiring or retaining
as employee representatives of its mission, (2) parties who disagree, (3) even
publicly, with that mission. The Court should have no trouble holding that, as
The close link between the protected “reproductive health decisions” and
association even more significant than the burden in Dale. It was by no means the
center of the Boy Scouts’ mission to oppose homosexuality. Dale, 530 U.S. at 650-
51. So tacit was the organization’s rejection of homosexuality that the Supreme
Court of New Jersey actually interpreted the Boy Scouts’ beliefs as embracing
homosexuality. Id. Nevertheless, the Supreme Court held that the Scouts were
19
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responsible for interpreting their own statement of beliefs and, despite their
mission’s silence as to the issue of homosexuality per se, the Supreme Court found
that it was unconstitutional to force the Boy Scouts to associate with a position
In this case, opposing abortion and cohabitation are not just central to
Evergreen’s mission; they are Evergreen’s mission. See Walker, 453 F.3d at 863
(“CLS’s beliefs about sexual morality are among its defining values . . . .”). If it
violated the expressive association rights of the Boy Scouts to force them to retain
as one of their thousands of leaders a person whose personal life was inconsistent
expected to hire or retain as one of their five to seven employees7 anyone whose
contrary to Evergreen’s mission, as the State suggests to distinguish Dale. State Br.
27-28. As the Seventh Circuit held in Walker, forced inclusion even as ordinary
7
This Court has considered the size and selectivity of an expressive community as
relevant to its protected “associational interest.” See, e.g., Chi Iota Colony of Alpha
Epsilon Pi Fraternity v. City Univ. of New York, 502 F.3d 136, 145 (2d Cir. 2007).
20
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that organization to “cease to exist.” 453 F.3d at 863; see also Neely-Bey Tarik-El
v. Conley, 912 F.3d 989, 1000 (7th Cir. 2019) (rejecting theory that Dale applies
only to leaders, noting that “the Court spoke in terms of ‘membership’ as well as
leadership”).
impaired in its ability to communicate its mission far exceeds what is sufficient to
conduct, not speech.” State. Br. 41. According to the State, under Section 203-E,
Evergreen can say whatever it wants—it just cannot fire someone for having had
without fear of civil or criminal enforcement action under Section 203-E, to ask
21
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abortion or contraception, or about their living situation. See, e.g., Section 203-
representatives to speak to clients and the public on its behalf. See New Hope, 966
F.3d at 171 (finding that all of the activities of a religious adoption agency were
Evergreen’s speech is further limited to the extent it cannot act to protect its
own speech following the decision of an employee that undermines its pro-life
employee has had an abortion or is living with her boyfriend at the same time she
is counseling clients to reject those very choices, that undermines Evergreen’s pro-
life message to its clients. Section 203-E burdens Evergreen’s message both by
replacing such an employee with a more suitable advocate for its message.
Evergreen’s control over whom it hires or fires (in that case, whom New Hope
certified as an adoptive parent) undermines its ability to engage in the speech that
is its sole purpose: delivering with integrity the pro-life message of love and
22
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support for life to expectant mothers. See id. (holding that religious adoption
agency’s services all contribute to final end of agency’s own speech regarding who
Evergreen has pleaded and argued that Section 203-E is not content- or
viewpoint neutral because it favors abortion. JA60; JA62-63. The State has
responded that Section 203-E “protects employees who decide not to have an abor-
dispute that pregnancy discrimination was already barred before Section 203-E, the
fewer than 15 employees. Id. This argument ignores multiple state laws that also
Weill Cornell Med. Coll., 66 Misc. 3d 404, 407, 114 N.Y.S.3d 193, 197 (N.Y. Sup.
Ct. 2019) (“Both the NYSHRL, New York Executive Law § 296(1)(a), and the
from discriminating against plaintiff based on her gender and thus based on her
pregnancy.”).
The State further cites Saks v. Franklin Covey Co., 316 F.3d 337, 345-49 (2d
Cir. 2003) for the proposition that “discrimination against someone for undergoing
medical fertility treatments may not otherwise be actionable under federal law.”
23
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State Br. 46. Saks involved insurance coverage, not employment discrimination,
and it has been distinguished in a federal district court case in New York
specifically finding that being fired for undergoing fertility treatment is cognizable
employment discrimination under Title VII of the Civil Rights Act of 1964, 42
1978, 42 U.S.C. § 2000e(k). Govori v. Goat Fifty, L.L.C., No. 10 CIV. 8982 DLC,
2011 WL 1197942, at *3 (S.D.N.Y. Mar. 30, 2011) (citing Hall v. Nalco Co., 534
The State’s own words upon passing Section 203-E, as well as the law’s
actual impact, show that the State’s “neutral” justification for Section 203-E is
pretextual. The Senate made crystal clear that Section 203-E takes one side of the
abortion debate by (1) intentionally passing the law “on the 46th anniversary of the
Roe v. Wade[, 410 U.S. 113, 1973] Supreme Court decision;” (2) passing it in
conjunction with two other expressly pro-choice bills, the Reproductive Health Act
statements indicating that the laws were passed to codify and support the decision
8
“Standing Up For Women’s Rights,” The New York State Senate, Jan. 22, 2019,
supra note 6. For instance, Senator Brad Hoylman stated:
As Trump and his crony colleagues in Washington continue to erode the
constitutional protections under Roe v. Wade, after today New York women can
have confidence that safe and comprehensive reproductive care will be
24
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The State argues that the Court of Appeals should dismiss Evergreen’s
speech claim on the pleadings because the Court can already determine that the
statute passes intermediate scrutiny. State Br. 49-50.9 However, even intermediate
scrutiny bars the State from trying to “get away with shoddy data or reasoning”
and requires “reasonable inferences based on substantial evidence that the statutes
are substantially related to the governmental interest.” New York State Rifle &
Pistol Ass’n, Inc. v. Cuomo, 804 F.3d 242, 264 (2d Cir. 2015) (internal quotations
supporting the need for Section 203-E, much less substantial evidence.10
protected.
Id.
9
Of course, Evergreen’s position remains that it has pleaded a sufficient burden on
its speech (and other First Amendment rights) to warrant strict scrutiny. See, e.g.,
supra § II A,B; Opening Br. § III. Applying strict scrutiny, the State would have to
establish a compelling governmental interest not just in Section 203-E generally,
but specifically in not granting Evergreen an exemption to Section 203-E. See
JA22 (district court noting this holding in religious freedom, including Free
Exercise context in Gonzales v. O Centro Espirita Beneficiente Uniao do Vegetal,
546 U.S. 418, 431 (2006)); see also O Centro, 546 U.S. at 431-32 (“Outside the
Free Exercise area as well,” however, application of the law to the particular
claimant is important because “context matters,” and “‘relevant differences’ must
be taken into account.”).
10
For this same reason, at this stage, after dismissal on the pleadings prior to
discovery, any scrutiny analysis is premature. Opening Br. 57-58 (quoting Wilmoth
v. Sec’y of New Jersey, 731 F. App’x 97, 104 (3d Cir. 2018)).
25
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Therefore, dismissal on the pleadings would not be appropriate even if the State
The same evidence that establishes that Section 203-E is not content- or
Free Exercise clause by targeting Evergreen’s religious beliefs. This Court looks
for “subtle departures from neutrality” and will “pause” the case for discovery
“upon even slight suspicion that proposals for state intervention stem from animos-
ity to religion or distrust of its practices.” New Hope, 966 F.3d at 161-163. Such
suspicions can arise from the historical background of a statute or the “specific
These are precisely the types of evidence of targeting religion that Plaintiffs
have put forth. As the Complaint states, “legislative history reveals that [Section
203-E] is intended to target religious organizations.” JA62-63. And the New York
Senate essentially admitted it was targeting religion: “the Boss Bill that passed will
decisions.”11 See supra § I.B; see also Opening Br. at 49 (“[Senator] Metzger
11
“Standing Up For Women’s Rights,” The New York State Senate, Jan. 22, 2019,
supra note 6.
26
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declared that the Boss Bill was in response to employers ‘exercising religion’ in
Hobby Lobby and to keep employers’ ‘personal and political beliefs’ from
JA123-24.”).
This Court should reverse the District Court’s dismissal of Plaintiffs’ free
exercise claim and order the trial court to allow discovery so that it can “survey
meticulously the totality of the evidence” concerning the State’s motives toward
religion. New Hope, 966 F.3d at 163; see also id. at 165 (“Where, as here, the
parties have not yet commenced discovery, New Hope can hardly be required to
CONCLUSION
For the reasons set forth above, this Court should reverse the District Court’s
order and reinstate Evergreen’s First and Fourteenth Amendment claims against
enforcement of Section 203-E, allowing Evergreen to move forward with legal and
27
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28
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CERTIFICATE OF COMPLIANCE
This brief complies with the word limit of Local Rule 32.1(a)(4)(A) because,
excluding the portions exempted by Fed. R. App. P. 32(f), this brief contains 6,482
words.
because this brief has been prepared in a proportionally spaced typeface using
29
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CERTIFICATE OF SERVICE
I hereby certify that on September 1, 2021, this brief was filed electronically
with the Clerk of the United States Court of Appeals for the Second Circuit
through the Court’s electronic filing system, which will accomplish service on the
following counsel:
30