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Mich. hospital, nurses settle discrimination suit
Question of the Day
That case is now a federal lawsuit. In a statement earlier this week, Hurley President Melany Gavulic denied Battle’s claim, saying the father was told that his request could not be granted. Gavulic said the swastika tattoo “created anger and outrage in our staff,” and supervisors raised safety concerns.
Hospital officials said they planned to make a statement about the matter Friday evening but offered no details.
Multiple email and phone messages left for Battle through her attorney were unreturned, and a listed number for her had been disconnected. She told the Detroit Free Press she “didn’t even know how to react” when she learned of her employer’s actions following her interaction with the father.
She said she introduced herself to the man and he said, “I need to see your supervisor.” That supervisor, Battle said, told her that the father, who was white, didn’t want African-Americans to care for his child and had rolled up his sleeve to expose the swastika.
“I just was really dumbfounded,” Battle said. “I couldn’t believe that’s why he was so angry (and) that’s why he was requesting my (supervisory) nurse.”
Attorney Tom Pabst, who is representing nurse Carlotta Armstrong in a second lawsuit, said the hospital’s actions left nurses in the neonatal intensive care unit “in a ball of confusion.”
“She said, `You know what really bothered me? I didn’t know what to do if the baby was choking or dying. Am I going to get fired if I go over there?’” Pabst said.
The Michigan cases follow a 2010 decision by the 7th U.S. Circuit Court of Appeals, which held that the federal Civil Rights Act prohibits nursing homes from making staffing decisions for nursing assistants based on residents’ racial preferences. The ruling stemmed from a lawsuit filed by a black nursing assistant who sued her employer for racial discrimination.
In another federal lawsuit filed in 2005, three black employees of Abington Memorial Hospital near Philadelphia claimed they were prevented from treating a pregnant white woman by her male partner, who was a member of a white supremacist group. The man used a racial slur when forbidding any care by any African-Americans.
The complaint alleged that supervisors honored the man’s request. The case was settled confidentially before going to trial, and the hospital admitted no liability. Frank Finch III, the attorney for the employees, said hospital officials also cited employee safety in their defense.
“That defense doesn’t fly under the anti-discrimination law,” Finch said. “Hospitals cannot use that as a defense in nonemergency situations.”
He said every hospital has a policy against discrimination and “undoubtedly acquiescing to such a demand is a violation of a written, internal policy in addition to being a violation of the law.”
Fordham University law professor Kimani Paul-Emile said she suspects nurses file more discrimination suits than doctors.
“With nurses and other sorts of staff, the hospital is telling them they can or cannot do something,” she said. “That might go to why you might see more lawsuits brought by nurses.”
She wrote an article last year in the UCLA Law Review titled “Patients’ Racial Preferences and the Medical Culture of Accommodation.” It was the source of the “open secrets” phrase.
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