MURRAY et al v. COUNTY OF HUDSON et al

Filing 143

OPINION. Signed by Judge Julien Xavier Neals on 10/13/2023. (lag, )

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UNITED STATES DISTRICT COURT
DISTRICT OF NEW JERSEY
DANIEL MURRAY, et al.,

Civil Action No. 17-2875 (JXN) (LDW)

Plaintiffs,

OPINION

v.
COUNTY OF HUDSON, et al.,
Defendants.
NEALS, District Judge

This matter comes before the Court on the motion of Defendants Hudson County, New
Jersey (“Hudson County”), Hudson County Department of Corrections (the “Hudson DOC”),
Thomas A. DeGise (“DeGise”), Howard Moore (“Moore”), in his official capacity, and Trish NallsCastillo (“Nalls-Castillo”) (collectively, the “County Defendants”) for summary judgment (ECF
No. 102); the motion of Defendant Kirk Eady (“Eady”) for summary judgment (ECF No. 103);
Plaintiff Patricia Aiken’s (“Aiken”) opposition thereto (ECF No. 108); Plaintiffs Daniel Murray
(“Murray”) and Omar Ortiz’s (“Ortiz”) (collectively, the “Plaintiffs”) opposition thereto (ECF
Nos. 114-15) 1; Defendant Eady’s reply (ECF No. 119); and the County Defendants’ replies
(ECF Nos. 120-21). Jurisdiction is proper pursuant to 28 U.S.C. §1331 and §1343. Venue is
proper pursuant to 28 U.S.C. §1391(b)(2).
The Court has carefully considered the parties’ submissions and heard oral argument on
May 23, 2023. For the reasons stated herein, the County Defendant’s motion for summary
judgment (ECF No. 102) is GRANTED, and Plaintiffs’ Amended Complaint (ECF No. 5) (the
“Amended Complaint”) in its entirety is DISMISSED with prejudice as to the County Defendants.
1

Murray filed additional opposition papers (ECF Nos. 110-11, 116).

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Eady’s motion for summary judgement (ECF No. 103) is GRANTED in part and DENIED in
part, GRANTED as to Counts One, Six, Seven, Eight, Nine, Ten, Twelve, and Thirteen in the
Amended Complaint, which are DISMISSED with prejudice, and DENIED as to Counts Two,
Three, Four, and Five, which remain as to Defendant Eady only.
I.

FACTUAL BACKGROUND
This case concerns allegations of wrongdoing by the County Defendants and Eady.

The facts as alleged in the Amended Complaint are summarized as follows. Until April 1, 2016,
Murray was a corrections officer employed by Hudson County, where he also served in various
capacities for the Police Benevolent Association’s (the “PBA”) Local No. 109. (Am. Compl. ¶ 1,
ECF No. 5.) Until his termination on October 14, 2015, Ortiz was a Lieutenant in the Hudson
DOC. (Id. ¶ 3.) Ortiz also served in various union positions, including president of PBA Local No.
109 and president of the PBA Superior Officers Association (“SOA’’). (Id.)
DeGise is the County Executive for Hudson County and is responsible for the
administration of County policy and decision-making. (Am. Compl. ¶ 6.) Eady was the Deputy
Director of the Hudson DOC, where he was responsible for overseeing the operations of the
Hudson DOC and reported to Oscar Aviles (“Aviles”), the Director of the Hudson County DOC.
(Id. ¶¶ 8, 25.) Nalls-Castillo was a captain in the Hudson DOC, Deputy Director of the Hudson
DOC, and the provisional Director of the Hudson DOC. (Id. ¶ 10.)
Aiken is the owner of EdPDLAW, LTD ("EdPDLAW"), a New Jersey law firm that
provided services to law enforcement unions. (Id. ¶¶ 2, 19.) Beginning in August 2010, EdPDLAW
entered into an agreement with the PBA to provide legal services for a period of two years, which
was renewed for an additional two years in August 2012. (Id. at 20; County Statement of Material
Facts (“SOMF”), p.18, ¶ 1, ECF No. 102-14.) The relevant facts related to Eady follow.

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Plaintiffs allege that Eady undertook numerous retaliatory actions against them after the
PBA hired EdPDLAW, which allegedly “undertook an investigation into the proper civil service
titles held by [] Aviles, [] Eady [. . .], Thaddeus Caldwell [(“Caldwell”)], and Internal Affairs
Sergeant Ricardo Aviles, [] Aviles' cousin." (Id. ¶ 32.) According to Plaintiffs, "[a]s a result of that
investigation it was determined that [] Aviles and Eady, as well as Caldwell, held civilian titles
while remaining in the Police and Fire Retirement System." (Id.) This information was then
published on the EdPDLAW website. (Id.) Aiken also published information on the website
regarding the promotion of Aviles' cousin. (Id. ¶ 34.) Aiken alleged that the promotion was done
without anyone's knowledge and in violation of the New Jersey Civil Service regulations. (Id.) The
website also published information about Nalls-Castillo. (Id. ¶ 50.)
Plaintiffs claim that “Eady made it known to people that he was going to retaliate against
PBA/SOA representatives, including [] Murray and Ortiz, and that he would get [] Aiken fired
from working with the PBA." (Id. ¶ 36.) Plaintiffs further claim that Eady engaged in a series of
acts to effectuate the retaliation, for example, he issued a memorandum that banned all liquid
substances from the prison to "creat[e] discontent with the PBA/SOA membership and the
PBA/SOA representatives." (Id. ¶ 37.) Eady also organized an event that involved maximum
security inmates that created a safety risk. (Id.) Plaintiffs allege that when asked about his orders,
Eady "responded in front of several witnesses that his orders were in retaliation for the Plaintiffs
bringing up issues about him to the [Hudson] County Freeholders." 2 (Id. ¶ 38.)
Plaintiffs further claim that Eady submitted Plaintiffs' names for membership to the Ku
Klux Klan ("KKK") to hurt their reputations, including submitting Murray's name twice. (Id. ¶¶
55-60.) Moreover, that Eady was secretly recording Plaintiffs' telephone conversations. (Id. ¶¶ 67Pursuant to a statutory amendment, the title “Freeholder” has been replaced with “County Commissioner.” N.J.S.A.
§ 40:20-1.

2

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74.) This was done by Eady allegedly using a computer application that made "the phone numbers
on the Caller ID show up as another person ... and record[ed] the conversation" while "disguis[ing]
his voice as a female voice." (Id. ¶¶ 70-71.)
On January 14, 2012, Ortiz wrote to Aviles, with a copy to DeGise, alleging that Eady and
Nalls-Castillo brought false disciplinary charges against him in retaliation for his union activities.
(Id. ¶ 39.) On February 28, 2012, PBA/SOA representatives met with Aviles regarding Eady’s
“strange and erratic” behavior. (Id. ¶ 40.) Aviles took no action. (Id.) On March 1, 2012, the PBA
filed a grievance with Aviles regarding Eady’s behavior. (Id. ¶ 41.) Aviles again took no action.
(Id.) Considering this, a letter was sent on March 7, 2012, to Aviles, DeGise, County Counsel,
and to the Hudson County Freeholders demanding intervention as to Eady. (Id. ¶ 42.) Around the
same time as the letter, information was published on the EdPDLA website "regarding a newly
created position that was given to Aviles' cousin, Ricardo Aviles." (Id. ¶ 43.)
On May 15, 2012, an email was sent to the Hudson County Freeholders, DeGise, and PBA
members stating that Eady had been overheard making threats against Murray and Ortiz. (Id. ¶
62.) The Hudson County Prosecutors Office and Aviles took no action after the email was sent.
(Id. ¶ 64.) Plaintiffs claim that Aviles instead gave Eady additional power - allowing Eady to
discipline Ortiz in retaliation for union activities. (Id. ¶ 65.) In sum, Plaintiffs claim that "Aviles
would have to approve of all of the actions that [] Eady took in his official capacity" and that
"Aviles was openly antagonistic to the PBA and would use any information available to him,
including information that [] Eady provided to him." (Id. ¶¶ 109-10.) The relevant facts related to
"Defendants” as a whole, whose actions Plaintiffs do not delineate, follow.
Plaintiffs claim that "Murray, Ortiz and Aiken began receiving harassing phone calls" from
numbers that were later disconnected. (Id. ¶¶ 35, 43.) The calls had a female voice, and "[t]he calls

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indicated on the caller ID that they were from phone numbers that were familiar to [P]laintiffs,
including the PBA office at the correctional facility. (Id. ¶¶ 44-45.) Calls were specifically placed
to Ortiz's home and to Aiken's son. (Id. ¶¶ 45-46.) Plaintiffs similarly claim that the "Defendants
had discussions and communications amongst themselves with the intent on damaging and
weakening the PBA/SOA in its ability to represent its membership in all aspects including, but not
limited to, depleting union funds, representation in negotiations, disciplinary matters, [and]
grievance issues." (Id. ¶ 28.)
Plaintiffs contend that Ortiz was "regularly targeted for discipline by the Defendants"
including attempting to hold a disciplinary hearing while Ortiz was receiving treatment in the
hospital. (Id. ¶¶ 51-52.) As to Murray, Plaintiffs claim that "[a]s a direct result of the Defendants[']
behavior, actions, and inactions, [] Murray sustained psychological and physical injuries that
resulted in him being unable to perform his duties as a corrections officer." (Id. ¶ 118.) These
actions included "purposefully and knowingly dissemin[ating] information and depict[ing] []
Murray as being racist against African Americans and all minorities." (Id. ¶ 127.) Plaintiffs also
contend that Defendants continued to put Murray on the work schedule even after he had submitted
his retirement application, resulting in Murray using his accumulated vacation time and changing
his retirement date. (Id. ¶¶ 119-21.) Plaintiffs claim this was done in retaliation for Murray's PBA
advocacy and because he was responsible for the criminal charges against Eady. (Id. ¶ 122.)
Plaintiffs also describe a specific incident in April 2015, in which "the Defendants
permitted flyers to be posted around the correctional facility, in violation of departmental
regulations, which falsely accused [] Murray of actions for which he was not responsible in order
to turn the PBA membership against him." (Id. ¶ 99.) Defendants took no action to determine who
posted the flyers. (Id.)

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In response to Plaintiffs’ claims, Eady states that in 2012 he surreptitiously recorded
several phone calls between members of the Correction Officers Union. (Eady’s Brief in Support
of Summary Judgment at 2, ¶ 1, ECF No. 103.) Eady recorded calls using a publicly available
telephone application marketed by a company called Prankdial. (Id. ¶ 3.) From March 8, 2012,
through July 6, 2012, Eady used a paid service offered by Prankdial called Evil Operator that
permitted a user to “spoof” two people into believing that they called each other and recorded the
call. (Id. ¶ 6.) Eady was convicted of illegal wiretapping in violation of 18 USC § 2511(1)(a) and
sentences to 21 months in prison. See US v. Eady, 648 Fed. Appx. 188 (3d Cir. 2016). (ECF No.
103 at 2, ¶ 2.); (Aiken Opp’n Bfr., Ex. A24.)
II.

PROCEDURAL HISTORY
On July 13, 2017, Plaintiffs filed the thirteen-count Amended Complaint against DeGise,

Eady, Nalls-Castillo, the Hudson County and Hudson DOC. (See generally Am. Compl.) On
September 18, 2017, Aviles filed a motion to dismiss. (ECF No. 13.) On June 14, 2018, Judge
Vazquez granted Aviles’s motion and dismissed all claims, but provided Plaintiffs 30 days to file
an amended complaint, which Plaintiffs did not do. (ECF Nos. 17-19.) The Court, therefore,
dismissed all claims against Aviles with prejudice. (ECF No. 19.)
On October 16, 2020, Plaintiffs’ Counsel filed a motion to withdraw representation of
Plaintiffs Aiken and EdPDLAW only. (ECF No. 55.) On January 5, 2021, with the consent of
Aiken, the Court granted the motion. (ECF No. 64.) The Order provides that while Aiken would
proceed pro se, she could not represent EdPDLAW as she is precluded by law from doing so. On
March 22, 2021, Aiken, proceeding pro se, filed a motion for leave to file a Second Amended
Complaint (the “SAC”) (ECF No. 73), which was denied on June 2, 2021. (ECF Nos. 82-83.) 3
3

The SAC sought to add new counts including failure to train and supervise and violations of the Americans with

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In February and March 2022, the Defendants filed their respective motions for summary
judgment. 4 The Court held oral argument on May 23, 2023.
III.

LEGAL STANDARD
Summary judgment is appropriate where the Court is satisfied that “there is no genuine

issue as to any material fact and that the movant is entitled to a judgment as a matter of law.”
Celotex Corp. v. Catrett, 477 U.S. 317, 323 (1986) (citing Fed. R. Civ. P. 56(c)). A factual dispute
is genuine only if there is “a sufficient evidentiary basis on which a reasonable jury could find for
the non-moving party,” and it is material only if it can “affect the outcome of the suit under
governing law.” Kaucher v. County of Bucks, 455 F.3d 418, 423 (3d Cir. 2006). Disputes over
irrelevant or unnecessary facts will not preclude a grant of summary judgment. Anderson v.
Liberty Lobby, Inc., 477 U.S. 242, 248 (1986). “In considering a motion for summary judgment,
a district court may not make credibility determinations or engage in any weighing of the evidence;
instead, the non-moving party’s evidence ‘is to be believed and all justifiable inferences are to be
drawn in his favor.’” Marino v. Indus. Crating Co., 358 F.3d 241, 247 (3d Cir. 2004) (citation

Disabilities Act. It also sought to rename Aviles as a defendant and add County Counsel Donato J. Battista, Esq. as a
new defendant. (ECF No. 82 at 8.) The Magistrate Judge found that Aiken, “failed to demonstrate good cause as to
why the date for amendment in the scheduling order, February 28, 2019, should be altered.” (Id.) Additionally, the
Magistrate Judge concluded that “in the absence of some legitimate reason, it would be unfair to allow further
amendment at this time.” (Id. at 9.) More importantly, the Magistrate Judge found that:
With respect to renaming Aviles as a defendant, the claims against him have already been dismissed,
with prejudice, nearly three years ago. Plaintiff does not appear to allege mistake or inadvertence,
but again seems to suggest that prior counsel failed to act following the Court’s dismissal of the
claims. … Any new causes of action against the County, the Department of Corrections, Aviles as
its Director, and Battista as County Counsel would likely be barred for failure to file a timely Tort
Claims Notice. See N.J.S.A. 59:8-8 (a claimant’s right to institute an action against a public entity
is conditioned upon the claimant having filed a Notice of Claim pursuant to within 90 days following
accrual of the action). Moreover, according to Defendants, Battista has nothing to do with the
operation of the Correctional Center or the Union related to it.
(Id. at 9, 10.)
Additionally, on March 17, 2022, this Court entered a Consent Order Dismissing the action against Mr. Moore,
Assistant Director of Personnel in the Department of Finance and Administration and Count Eleven of the First
Amended Complaint. (See ECF Nos. 113, 117, 122.)
4

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omitted).
The moving party bears the initial burden of demonstrating the absence of a genuine issue
of material fact. Celotex, 477 U.S. at 322. If the movant satisfies its burden, the nonmoving party
cannot rest upon mere allegations in the pleadings to withstand summary judgment; rather, the
nonmoving party “must counter with specific facts which demonstrate that there exists a genuine
issue for trial.” Orson, Inc. v. Miramax Film Corp., 79 F.3d 1358, 1366 (3d Cir. 1996).
Specifically, the nonmoving party “must make a showing sufficient to establish the existence of
each element of his case on which he will bear the burden of proof at trial.” Huang v. BP Amoco
Corp, 271 F.3d 560, 564 (3d Cir. 2001). Thus, “a mere ‘scintilla of evidence’ in the nonmovant’s
favor” is insufficient to create a genuine issue of fact.” Ramara, Inc. v. Westfield Ins. Co., 814
F.3d 660, 666 (3d Cir. 2016) (citation omitted). Ultimately, it is not the Court’s role to make
findings of fact, but to analyze the facts presented and determine if a reasonable jury could return
a verdict for the nonmoving party. Brooks v. Kyler, 204 F.3d 102, 105 n.5 (3d Cir. 2000).
IV.

DISCUSSION
A.

(Count One) - 42 U.S.C. §1983, 4th Amendment Illegal Search and
Violation of the Right to Privacy

In Count One of the Amended Complaint, Plaintiffs assert that Eady utilized his official
position to gain information about PBA officers Murray and Ortiz to disseminate to other
Defendants in violation of the search and privacy protections of Fourth Amendment of the U.S.
Constitution. (Am. Compl. ¶¶ 134-35.) Plaintiffs claim that the information obtained was used
against the PBA in “negotiations and other labor dealings” and that all Defendants were “acting
under the color of state law.” (Id.) 5 Specifically, Plaintiffs assert that Eady used what is identified
as the "evil Operator" application to record telephone calls of the PBA to gather information about
5

The PBA is not a party to the litigation. (Plaintiff’s Statement of Undisputed Material Facts ¶ 6, ECF No. 108-1.)

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the PBA and the Plaintiffs to use against them. (Am. Compl. ¶¶ 103, 106.) Plaintiffs further claim
that the information gathered was shared with others to gain control of the PBA. (Id. ¶ 107.)
Courts interpret claims under § 1983 as requiring proof of two elements: (1) violation of a
federal right, privilege, or immunity; and (2) acting under color of state law. Grammar v. John J.
Kane Reg’l Ctrs. -Glen Hazel, 570 F.3d 520, 525 (3d Cir. 2009). If a defendant fails to act under
color of state law when engaged in the alleged misconduct, a civil rights claim under section 1983
fails as a matter of jurisdiction, Polk Cnty. v. Dodson, 454 U.S. 312 (1981), and there is no need
to determine whether a federal right has been violated. Rendell–Baker v. Kohn, 457 U.S. 830, 838
(1982).
“[G]enerally, a public employee acts under the color of state law while acting in his official
capacity or while exercising his responsibilities pursuant to state law.” West v. Adkins, 487 U.S.
42, 48 (1988). Thus, the acts of public employees in the ambit of their personal pursuits are plainly
excluded. “Whether a police officer is acting under color of state law turns on the nature and
circumstances of the officer’s conduct and the relationship of that conduct to the performance of
his official duties." Ocasio v. County of Hudson, No. 14-811, 2020 WL 2731165, *5 (D.N.J. May
26, 2020) (quoting Martinez v. Colon, 54 F.3d 980, 986 (1st Cir.), certif. denied 516 U.S. 987
(1995)). Absent any actual or purported relationship between the officer’s conduct and his duties
as a police officer, the officer cannot be acting under color of state law. Barna v. City of Perth
Amboy, 42 F.3d 809, 816 (3d Cir. 1994).
Plaintiffs assert that as the Assistant Director of the Hudson DOC, Eady was tasked with
the day-to-day management of the facility, which included interfacing with the union representing
the correction officers. (Plaintiffs’ Brief in Opposition (“Pltf. Brf. Opp.”) at 8, ECF No. 115.)
Plaintiffs further assert that Aviles stated during his deposition that Eady was his “number two

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guy.” (Merick H. Limsky Cert. (“Limsky Cert.”), Ex. V, Aviles Deposition, Vol. I, 155:10, ECF
No. 111-22.) Further, Director Aviles delegated significant authority to Eady regarding the dayto-day operations of the correctional facility (Limsky Cert. Ex. V, Aviles Deposition, Vol. I, 148:
23 to 149:13 and 172:16-19.) Moreover, that Eady was given significant latitude to operate
independently. (Limsky Cert. Ex. W, Aviles Deposition, Vol. II, 210:2-10, ECF No. 111-23.)
Plaintiffs cite United States v. Classic, 313 U.S. 299, 326 (1941), wherein the Court
interpreted the “under color of” state law language to refer to misuse of power, possessed by virtue
of state law and made possible only because the wrongdoer is clothed with the authority of state
law. Plaintiffs argue that the evidence is clear that the purpose of Eady’s interception and recording
of Plaintiffs’ phone calls was to advance the interests of the employer, who encouraged him to
take whatever actions were needed against the union. (See Pltf. Brf. Opp. at 9.) Plaintiffs further
contend that it benefitted Hudson County to have Eady causing discord within the PBA. (Id.)
Eady’s motivation and any “benefit” to Hudson County from Eady’s actions, however, do not
amount to the County Defendants’ liability.
To establish the County Defendants’ liability under the Federal Civil Rights Act, 42 U.S.C.
§ 1983, Plaintiffs must demonstrate Eady’s actions were in “execution of” Hudson County’s
“policy or custom” to trigger liability. Monell v. New York City Dept. of Social Services, 436 U.S.
658, 694 (1978). This concept is applied analogously to the New Jersey City Rights Act, N.J.S.A.
10:6-1, et. seq. (the “New Jersey Civil Rights Act”) as it is "modeled” after § 1983 and in
accordance with Ramos v. Flowers, 429 N.J. Super. 13, 23 (App. Div. 2012).
Locating a “policy” ensures that a municipality is held liable only for those deprivations
resulting from the decisions of its duly constituted legislative body or of those officials whose acts
may fairly be said to be those of the municipality. Monell, 436 U.S. at 694. Similarly, an act

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performed pursuant to a “custom” that has not been formally approved by an appropriate
decisionmaker may subject a municipality to liability on the theory that the relevant practice is so
widespread as to have the force of law. Monell, 436 U.S. at 690–691 (citation omitted). However,
“it is not enough for a § 1983 plaintiff merely to identify conduct properly attributable to the
municipality.” Bd. of Cnty. Comm’rs of Bryan Cnty., Okl. v. Brown, 520 U.S. 397, 404 (1997).
“The plaintiff must also demonstrate that, through its deliberate conduct, the municipality was the
‘moving force’ behind the injury alleged. That is, a plaintiff must show that the municipal action
was taken with the requisite degree of culpability and must demonstrate a direct causal link
between the municipal action and the deprivation of federal rights.” Ibid.
Here, while Defendant Eady did record the telephone calls of the Plaintiffs, he utilized the
publicly available service of a company to make Plaintiffs believe that they were calling each
other, none of which was dependent upon his position as Deputy Director. Indeed, the use of the
Evil Operator telephone service did not require Eady to be Deputy Director or a public employee
at all. (See County Defendants’ SOMF ¶ 11.) Eady also did not utilize public funds to pay for his
use of the telephone service. Accordingly, Eady’s actions were dependent on Eady’s authority as
Deputy Director. Instead, Eady’s actions were conclusively determined to be criminal as Eady was
convicted of illegal wiretapping in violation of 18 USC § 2511(1)(a). See U.S. v. Eady, 648
F.App’x 188 (3d Cir. 2016). (ECF No. 103 at 2, ¶ 2.) Accordingly, Plaintiffs have not presented a
genuine issue of material fact as to any actions of the County Defendants to prove policy or custom.
Further, the lack of any nexus between Eady’s actions of recording telephone calls while
employing a publicly available telephone service and his position as Deputy Director eliminates
the possibility that he was acting under the color of law. Moreover, the record contains no evidence
of a policy or custom of the County Defendants. Accordingly, the Court will grant summary

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judgment and dismiss Count One with prejudice as to the County Defendants and Eady.
B.

Claims under the Federal and State Wiretap Statutes: (Count Two) - 42
U.S.C. § 1983 claim for violation of 18 U.S.C. §§ 2511(1)(c), (1)(d) and
(Count Three) - Violation of N.J.S.A. 2A:156-1 et seq.

Counts Two and Three in Plaintiffs’ Amended Complaint allege violations of 18 U.S.C. §§
2511(1)(c) and (1)(d) and the New Jersey Wiretapping and Electronic Surveillance Control Act
N.J.S.A. 2A:156A-1 et. seq. ("NJWESC"). Both the Federal and State statutes provide for civil
suits. In the Federal context, the suit is brought against the “person or entity” that engaged in the
violation, 18 U.S.C. §2120(a), and under State law a suit is brought against, “any person who
intercepts... or procures any other person to intercept ... such communication.” N.J.S.A. 2A:15624.
At Count Two, Plaintiffs specify Eady in the Count heading, however, they allege more
broadly as to all Defendants in the body of the Count. (See Am. Compl. ¶ 280.) In Count Three,
Plaintiffs assert that Eady, with the knowledge of other Defendants, used "electronic means to
listen to private telephonic communications." (Id. ¶ 141.) There is no further description of the
alleged violation of NJWESC. While Plaintiffs attempt to bootstrap the fact of Eady’s
transgressions to include all Defendants, no proof has been presented that any other Defendant was
aware of Eady’s activities until August 2012, when a tort claims notice was served.
As previously stated herein, Eady utilized the publicly available service of a company to
record the calls and make Plaintiffs believe that they were calling each other, none of which were
dependent upon his position as Deputy Director. Moreover, the use of the Evil Operator telephone
service did not require Eady to be Deputy Director or a public employee. (See County Defendants’
SOMF ¶ 11.) Again, Plaintiffs have not offered any proof that any Defendant, other than Eady,
engaged, or conspired to engage, in the interception or use of any wire, oral or electronic

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communication. Accordingly, Counts Two and Three are dismissed with prejudice as to the
County Defendants, but remain as to Eady only.
C.

The New Jersey’s Tort Claims Act

Under N.J.S.A. 59:8-8, a claimant’s right to institute an action against a public entity is
conditioned upon the claimant having filed with the entity a notice of claim within 90 days of the
accrual of the cause of action. After one year, “the court is without authority to relieve Plaintiffs
from their failure to have filed a notice of claim, and a consequent action at law must fail.” Speer
v. Armstrong, 168 N.J. Super. 251, 255-56 (App. Div. 1979) (citation omitted).
Plaintiffs’ Tort Claims Notice, filed on August 15, 2012, asserts claims of unlawful
interception of telephonic and electrical communication by Defendant Eady specifically
identifying and describing Eady’s actions as illegal. (ECF No. 102-10 at 2-3.) Plaintiffs’ Complaint
and Amended Complaint, however, set forth claims of harassment, retaliation, discrimination,
emotional distress, and other common law claims, which constitute different claims against
different parties. Pursuant to N.J.S.A. 59:8-4, the notice must include “[t]he name or names of the
public entity, employee or employees causing the injury, damage or loss, if known[,]” N.J.S.A.
59:8-4(e). Accordingly, the notice did not substantially comply with the notification requirements
of New Jersey’s Tort Claims Act.
Substantial compliance means that the notice has been given in a way which, though
technically defective, substantially satisfies the purpose for which notices of claims are required.
Pilonero v. Twp. Of Old Bridge, 236 N.J. Super. 529, 535 (App. Div. 1989). The notice prescribed
by N.J.S.A. 59:8-4 is designed to provide the public entity with sufficient information to enable it
to promptly evaluate its liability and potential exposure and, if it chooses, to correct a defective
condition and to also engage in settlement negotiations prior to the commencement of suit.

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Newberry v. Township of Pemberton, 319 N.J. Super. 671, 675 (App. Div. 1999). (Despite
knowing the cause of an accident, the Plaintiffs fail to include details with respect to a Notice of
Claim and therefore the court held the Notice was deficient). Plaintiffs’ Tort Claims Notice fails
to meet this standard.
In February 2014, Plaintiffs filed the original Complaint alleging incidents and conduct
wholly unmentioned and unrelated to Plaintiffs’ Tort Claims Notice. Outside of their “telephonic
and electronic interceptions” allegations, Plaintiffs failed to provide any information necessary for
a prompt investigation until long after the alleged events. Plaintiffs’ Tort Claims Notice did not
give Defendants any indication of the other bases for Plaintiffs’ claims of liability in this matter.
Arguably, even if the Notice encompassed all the relevant facts, the absence of liability of the
County Defendants would remain as they are not liable for the criminal conduct of their employees,
particularly when that conduct has nothing to do with the employee’s job, the job the employee is
authorized to do, and where the employer has no knowledge of the conduct. G.A.H. v. K.G.G., 238
N.J. 401, 415-416 (2019); Snell v. Murray, 117 N.J. Super. 268 (Law Div. 1971) aff’d, 121 N.J.
Super. 215 (App. Div. 1972) (where a police officer stealing money from a dice game was found
to be outside the scope of his employment and was pursuing his own ends).
Accordingly, as part of its review the Court will determine which state claims are barred
and thereby subject to dismissal.
D.

(Count Four) - Tortious Interference with a Business Relationship

Count Four of Plaintiffs' Amended Complaint alleges, in part, that,
Defendants purposefully and knowingly either took deliberate
action or permitted deliberate actions to occur against the Plaintiffs
for the purpose of causing Plaintiffs Murray and Ortiz harm at work
and causing Plaintiff Aiken harm to her business relationship with
the PBA and other potential clients.

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(Am. Compl. ¶ 144.)
To maintain a claim for tortious interference with a business relationship, a plaintiff must
demonstrate the following elements: "(l) a reasonable expectation of economic advantage to
plaintiff; (2) interference done intentionally and with 'malice;' (3) causal connection between
interference and the loss of prospective gain; and (4) actual damages. Printing Mart-Morristown
v. Sharp Elec. Corp., 116 N.J. 739, 751 (1989). New Jersey courts have held that claims for tortious
interference with a business relationship can only be maintained against a third party and not a
party to the business relationship. Id. The federal courts have further held that such claims by an
employee against a supervisor must be dismissed where the supervisor is acting within the scope
of his employment. Horvath v. Rimtec Corp., 102 F.Supp.2d 219, 236 (2000). The exception to
an employee claim for tortious interference with employment relations as to a supervisor arises
where the employee asserts that the supervisor acted outside the scope of his employment and/or
for their own personal gain. Horvath, 102 F.Supp.2d at 236 (citation omitted).
The tortious interference claims against the County Defendants are barred due to the
deficient Notice of Tort Claim. Further, these claims are barred on the additional basis that the
County Defendants were Plaintiffs Murray and Ortiz’s former employer, i.e., a “party to the
business relationship,” therefore not subject to the tortious interference claim. See Printing MartMorristown, 116 N.J. at 751. As to Eady, however, Eady served as Plaintiffs’ supervisor and
Plaintiffs allege that Eady’s criminal actions were outside the scope of his employment, which
falls within the Horvath exception. Accordingly, the Court’s review of the viability of this claim
follows.
Murray and Ortiz had a reasonable expectation of economic advantage through their
employment and thereby satisfy the first element. As to the second element, “[f]or purposes of

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this tort, ‘[t]he term malice is not used in the literal sense requiring ill will toward the plaintiff.’
(Citation omitted). Rather, malice is defined to mean that the harm was inflicted intentionally and
without justification or excuse.” Printing Mart-Morristown, 116 N.J. at 751. Eady’s recording of
Plaintiffs’ calls constitutes “interference done intentionally and with malice,” thereby satisfying
the second element.
As to the third element, a causal connection between interference and the loss of
prospective gain, Plaintiffs Murray and Ortiz generally asserts that, “So great was the emotional
distress caused by Eady . . . that Plaintiff Murray was ultimately determined to be totally and
permanently disabled from continuing to perform the duties of a corrections officer due to the
actions of the Defendants. The Plaintiffs submit that they have undergone years of mental health
treatment arising out of emotional distress caused by Eady’s intentional conduct.” (Plaintiffs’ Brief
in Response at 20, ECF No. 112.) Each Plaintiffs’ proofs as to the connection between interference
and loss requires a separate analysis.
Murray's claim for tortious interference with an employment relationship is based upon his
early retirement. Murray asserts the following,
Eady’s actions were certainly outside the scope of his normal employment and were
done for both his benefit and the benefit of the County. The independent doctor
who evaluated Plaintiff Murray for his pension application specifically cited to the
treatment Plaintiff Murray was subjected to at work. Plaintiff Murray was approved
for a disability pension based upon the actions taken by the Defendants against him
while he was employed by Defendant County. (Merick H. Limsky Cert. Exhibit Z).
Dr. Richard Filippone stated in his report that Murray “was totally disabled from
performing the normal job duties of a correction officer.” (Merick H. Limsky Cert.
Exhibit Z). Dr. Filippone further stated Murray, “suffered what appears to be a
rather protracted and long-term series of events conducted by administration at the
jail against him.” (Merick H. Limsky Cert. Exhibit Z). In a supplement report Dr.
Filippone stated the actions taken against Plaintiff Murray at work resulted in
anxiety disorder and depressive disorder.
(Pltf. Brf. Opp. at 12.)

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If Murray can prove his allegations, he will have shown wrongful and reprehensible
behavior on the part of Eady and the right to a tort remedy therefor. For the purposes of summary
judgment, Murray sufficiently establishes a causal connection between interference and the loss
of prospective gain, thereby satisfying the third element.
Ortiz was the subject of disciplinary actions in 2013 and 2014, and was terminated from
employment on October 14, 2015, for excessive absenteeism and abandonment of his post as the
Officer in Charge. This proceeding was not instituted by Eady, and Eady, in his capacity as the
Deputy Director, was involved in the exercise of disciplinary action involving employees of the
Hudson DOC. Arguably, such actions were within the scope of his employment, thereby barring
the tortious interference claim on this basis. Ortiz has not asserted any additional facts to support
a causal connection between Eady’s “interference” actions and the loss of prospective gain.
Further, Ortiz has advanced no argument in the summary judgment opposition to rebut
Defendants’ arguments on this issue. A party’s “failure to respond to the defendant’s arguments
on summary judgment constitutes an abandonment of these causes of action . . . .” Brenner v. Twp.
of Moorestown, No. 9-219, 2011 WL 1882394, *11 (D.N.J. May 17, 2011) (citation and internal
quotations and brackets omitted); see also Desyatnik v. Atl. Casting & Eng’g Corp., No. 3-5441,
2006 WL 120163, *1 (D.N.J. Jan. 17, 2006) (“[W]hen a party fails to offer any argument . . . in
opposition to . . . [a] motion for summary judgment, such claims . . . have been abandoned.”)
(citation, internal quotations, and ellipses omitted).
Aiken's assertions include the following as bases for interference:
⦁ Defendant Director Aviles threatened the Union prior to them hiring Ms. Aiken
that he would retaliate against them. ⦁ Defendant's Aviles and Eady, at nearly every
meeting told the Union Presidents to "get rid of EdPDLaw". ⦁ Assistant County
Counsel, Louis Rosen sent letters to the Union Attorney and President disparaging
EdPDLaw. ⦁ County Counsel, Donato Batistta sent an email to all Department
heads in the County telling them not to deal with EdPDLaw. ⦁ Defendant, Oscar
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Aviles sat down with the Union Board and told them not to rehire EdPDLaw in
2014. ⦁ Defendant Oscar Aviles devised "The Plan" to sue the Union and EdPDLaw
using Officer Joey McClary as the Plaintiff. "The Plan" was set in motion just prior
to Eady's criminal trial. ⦁ Defendant Oscar Aviles and Union Officer Joey McClary
emailed back and forth and she told him she was trying to get EdPDLaw fired.

(Plaintiff Aiken/Edpdlaw Brief in Opposition (“Aiken Opp’n Bfr.”) at 22, ECF No. 108.)

These assertions do not establish the required nexus between the interference and the loss.
Aiken has not demonstrated that any action on the part of Eady, the only remaining defendant
subject to this claim, resulted in a reasonable likelihood that the interference caused a loss of
prospective gain.
Aiken testified that she had a contract with PBA Union Local 109 for the period of 2010
to 2012, which was followed by a contract for the period of 2012 to 2014. Aiken testified that in
July 2014, the PBA declined to renew her contract. Aiken testified that she was not paid for work
performed under her 2012 to 2014 contract between 2013 and 2014 due to the PBA not wanting
to part with their money. Aiken further testified that she ceased working after the trial of Eady in
2015. The record does not show a genuine issue of fact exists regarding the intentional and
wrongful actions allegedly committed by Eady sufficient to show intentional and wrongful
interference. There is no testimony that anything alleged to have been done by Eady resulted in a
loss of prospective gain.
Based on the foregoing, Murray’s claim against Eady is the sole tortious interference that
survives, and the Court grants summary judgment to the County Defendants.
E.

(Count Five) - Intentional Infliction of Emotional Distress

To prevail in an action for intentional infliction of emotional distress, Plaintiffs must show:
(1) that defendants acted intentionally or recklessly, or both in doing the act and producing
emotional distress; (2) that the defendants' conduct was so outrageous in character and extreme in

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degree as to go beyond all bounds of decency; (3) that the defendants' action was the proximate
cause of the emotional distress; and (4) that the emotional distress suffered was so severe that no
reasonable person could be expected to endure it. Chuy v. Philadelphia Eagles Football Club, 595
F.2d 1265 (3d Cir. 1979) and Mardini v. Viking Freight, Inc., 92 F.Supp.2d 378 (1999). Conduct
is outrageous when it is “so extreme in degree, as to go beyond all possible bounds of decency,
and to be regarded as atrocious, and utterly intolerable in a civilized community.” Buckley v.
Trenton Sav. Fund Soc’y, 111 N.J. 355, 366 (1988). Notably, it is well-settled that stress related to
the litigation process is not compensable. Martinez v. Capital One Fin. Corp., 2016 U.S. Dist.
LEXIS 71708 *8 (D.N.J. 2016). Plaintiffs cannot rest on mere allegations of intentional infliction
of emotional distress but must present at least some actual evidence that creates a genuine issue as
to a material fact for trial. Anderson, 477 U.S. at 248.
Eady concedes that in 2012 he surreptitiously recorded several phone calls between
members of the Correction Officers Union. (ECF No. 103, at 2, ¶ 1.) Eady was accordingly
convicted of illegal wiretapping in violation of 18 USC § 2511(1)(a). See 648 F.App’x 188. For
purposes of summary judgment, Eady’s actions satisfy elements (1) that defendants acted
intentionally or recklessly, or both in doing the act and producing emotional distress; and (2) that
the defendants' conduct was so outrageous in character and extreme in degree as to go beyond all
bounds of decency. Plaintiffs sufficiently allege that Eady’s actions caused them emotional
distress thereby satisfying the third element: (3) that the defendant’s actions were the proximate
cause of the emotional distress. Accordingly, Plaintiffs may submit their proofs at trial as to the
fourth element: (4) that the emotional distress suffered was so severe that no reasonable person
could be expected to endure it.
Aside from general all-inclusive allegations, Plaintiffs have not demonstrated conduct by

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Defendants other than Eady that was either extreme or outrageous. Accordingly, the Court will
grant summary judgment as to Count Five and dismiss Plaintiffs’ intentional infliction of
emotional distress claims with prejudice as to the County Defendants and not Eady.
F.

(Count Six) - Negligent Infliction of Emotional Distress

A claim of direct, negligent infliction of emotional distress requires a plaintiff to show that
the defendant had a duty, the defendant owed the duty toward the plaintiff, and that the defendant
breached that duty, proximately causing the plaintiff's injury of genuine and substantial emotional
distress. Lascurain v. City of Newark, 349 N.J. Super. 251, 277 (App. Div. 2002). Whether the
defendant has a duty of care to the plaintiff depends on whether it was foreseeable that the plaintiff
would be seriously, mentally distressed. Lascurain, 349 N.J. Super. at 277.
The New Jersey Tort Claims Act N.J. Stat. Ann. § 59:1-1, et seq., precludes the recovery
of damages from a “public entity or public employee for pain and suffering resulting from any
injury,” unless the Plaintiffs suffered “permanent loss of a bodily function, permanent
disfigurement or dismemberment where the medical treatment expenses are in excess of
$3,600.00.” Id. at § 59:9-2(d). Emotional distress claims, like others, are barred unless they stem
from a “permanent debilitating or disfiguring physical injury” or “result in permanent physical
sequella such as disabling tremors, paralysis, or loss of eyesight, that is, a ‘permanent loss of a
bodily function.” Srebnik v. State, 245 N.J. Super. 344, 351 (App. Div. 1991) (affirming dismissal
of emotional distress claim).
In addition to the Tort Claims Act degree of injury defense and deficient Notice, Plaintiffs’
claim fails on the merits. This tort can be understood as negligent conduct that is the proximate
cause of emotional distress in a person to whom the actor owes a legal duty to exercise reasonable
care. Dello Russo v. Nagel, 358 N.J. Super. 254, 269 (App. Div. 2003). Plaintiffs must allege and

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show a factual cause of action based on bodily injury or sickness resulting from fright or
apprehension of danger. Id. at 270; Falzone v. Busch, 45 N.J. 559 (1965). The facts of this case do
not demonstrate a duty owed, breach of that duty, bodily injury or sickness resulting from fright
or apprehension of danger, severe emotional distress, or causal relation in this context.
Plaintiffs cannot dispute that the County Defendants are entitled to the protection of the
Tort Claims Act. Thus, Plaintiffs’ claim for negligent infliction of emotional distress fails as to the
County Defendants. Moreover, the record contains no evidence of “fright or apprehension”
sufficient for this type of claim. Accordingly, the Court grants summary judgment on Count Six
and dismisses it with prejudice.
G.

(Count Seven) - Employer’s Breach of Employee Manual

Count Seven alleges a breach of the employee manual. Complaints asserting a tort for
violations of an employee manual are precluded by the existence of the Collective Bargaining
Agreement, with complete preemption under § 301 Labor Management Relations Act ("LMRA").
Allis-Chalmers Corp. v. Lueck, 471 U.S. 202 (1985) (finding preemption applied to tort and
contract actions). State Court complaints are found to be preempted by § 301 of the LMRA where
the claim is "(1) founded directly on rights created by a collective-bargaining agreement, or (2)
substantially dependent upon an analysis of the collective bargaining agreement." Costa v. Verizon
New Jersey, Inc., 936 F. Supp. 2d 455, at 459 (D.N.J. 2013) (citation omitted).
As members of PBA Locals 109 and 109A, Plaintiffs are covered by a Collective
Bargaining Agreement. It is well established that employees covered by Collective Bargaining
Agreements are precluded by those agreements from asserting breach of employment contract
claims. See Costa, 936 F. Supp. 2d 455. In Costa, Plaintiffs alleged, inter alia, that Verizon
breached its code of conduct. (Id.) The Court dismissed the claim, finding it was preempted by

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§301 of the Federal Labor Management Relations Act. In Fischer v. G4S Secure Solutions U.S.A.,
Inc., 2011 WL3859742 (D.N.J. 2011), Judge Simandle found that Plaintiffs’ breach of
employment manual claim was preempted by the same Act. Id. at *4; see also Johnson v. NBC
Universal Inc., 409 F. App’x 529 (3d Cir. 2010) (where the Third Circuit held Plaintiffs’ breach
of contract claim was preempted by the F.L.M.R.A. Id. At 531).
Here, where Plaintiffs have not brought any claim under § 301 of the LMRA, their breach
of contract claim, being preempted by the same, must fail. Further, other New Jersey courts have
recognized that employer policy manuals and codes of conduct do not constitute valid contracts
subject to what is written therein. See Tripodi v. Johnson & Johnson, 877 F. Supp. 233, 238 (D.N.J.
1995); Maietta v. United Parcel Service, Inc., 749 F. Supp. 1344, 1361 (D.N.J.) It is assumed that
Plaintiff is asserting in this Count a claim pursuant to the case of Woolley v. Hoffmann-LaRoche,
Inc., 99 N.J. 302, modified, 101 N.J. 10 (1985). This case held that a personnel manual could
contain implied and enforceable promises concerning when an employee could be fired. The
manual is to be read in accordance with the reasonable expectations of the employees.
There is no evidence of any breach of any provision of the employment manual. The
Plaintiffs were in Civil Service positions governed by the Civil Service Statutes and Regulations
of the State of New Jersey, and compliance was had with those statutes and regulations. There was
also compliance with the content of the employee manual, and the Plaintiffs have not shown a
breach of any provision thereof. And as to Aiken, she was not an employee of Hudson County.
Accordingly, the Court will grant summary judgment as to Count Seven.
H.

(Count Eight) - Employer’s Liability Under Respondeat Superior

In Monell, the Supreme Court rejected government liability on the doctrine of respondeat
superior. 436 U.S. 658. A government body cannot be held liable under §1983 merely because it

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employs a tortfeasor. Id. at 690-91. Similarly, in Ingram v. Township of Deptford, the New Jersey
District Court held that respondeat superior liability does not apply to government entities
pursuant to N.J.S.A. 10:6-2. No. 11-2710 (JBS.AMO), 2012 WL 5984685, *9 (D.N.J. Nov. 28,
2012). The cited cases reflect that there is no respondeat superior liability permitted in conjunction
with 42 U.S.C. § 1983.
Here, Plaintiffs have asserted that their civil rights were violated when telephone
communications were intercepted by Eady and assert claims pursuant to 42 U.S.C. § 1983. The
Amended Complaint contains numerous other claims wherein Defendants Hudson County and the
Hudson DOC are the named defendants. Count Eight of Plaintiffs’ Amended Complaint, while
unquestionably based on acts of Eady, has inclusive language that concludes that all defendants
must be held to account.
It is well-established, however, that the liability of a defendant in a Section 1983 Civil
Rights Action cannot be premised on respondeat superior thus, this claim must fail. Moreover,
due to the deficiency of Plaintiffs’ Tort Claim Notice, no common law tort liability claims survive
as to the County Defendants. Even assuming arguendo that Plaintiffs filed a proper Tort Claim
Notice, Eady’s serious criminal acts were clearly outside the scope of his employment and
“different in kind from that authorized, far beyond the authorized time or space limits, or too little
actuated by a purpose to serve the master.” Davis v. Devereux Found., 209 N.J. 269, 303 (2012)
(citations omitted). Accordingly, the Court grants the County Defendants summary judgment as
to Count Eight.
I.

(Count Nine) - Violation of the Conscientious Employee Protection Act,
N.J.S.A. 34:19-1 et seq.

In Count Nine of the Amended Complaint, Plaintiffs allege that Defendants violated the
Conscientious Employee Protection Act (“CEPA”), N.J.S.A. 34:19-1 et. seq.
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Under CEPA, the Plaintiffs must allege engagement in an activity protected by CEPA, that
they were subjected to an adverse employment decision, and that there was a causal connection
between the two. Bowls v. City of Camden, 1997 WL 202096, *5 (D.N.J. 1997). A CEPA violation
further requires a reasonable belief that the employer's conduct violated a law or rule or regulation
promulgated pursuant to law and that the employee objected to the conduct. Matthews v. New
Jersey Institute of Technology, 717 F.Supp.2d 447 (D.N.J. 2011). To invoke this statute, the
employee who intends to report alleged wrongdoing must advise a supervisor in writing and give
the supervisor a reasonable opportunity to correct the problem, N.J.S.A. 34:19-4. Further, the
statute provides, in relevant part, that: "Upon a violation of any provisions of this act, an aggrieved
employee or former employee may, within one year, institute a civil action in a court of competent
jurisdiction." N.J.S.A. 34: 19-5 (emphasis added). "A cause of action under the statute arises upon
the commission of a violation by the employer." Daniels v. Mut. Life Ins. Co., 340 N.J. Super. 11,
16 (App. Div. 2001).
Once the CEPA claim commences, the employees’ rights or remedies under any contract,
collective bargaining agreement, state law, rule, or regulation under the common law will be
deemed waived. N.J.S.A. 34:19-8. In a CEPA action, the plaintiff must set forth the specific terms
of a statute or regulation with a clear expression of public policy that would be violated if the facts
as alleged are true. Fineman v. New Jersey Dep’t of Human Servs., 272 N.J. Super 606, 620 (App.
Div. 1994), cert. denied 138 N.J. 267 (1994).
Here, even if Plaintiffs can show some fact that is possibly compliant with the CEPA
reporting requirements, they fail to demonstrate a causal connection between anything Plaintiffs
reported and any alleged adverse job actions. No one was disciplined for giving information to
EDPD Law. (Murray Transcript 91:24 to 92:1) (County SOMF as to Murray ¶ 10, ECF No. 102.)

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Further, the first Notice of Claim was dated August 15, 2012, and Plaintiffs’ initial Complaint was
filed February 7, 2014. Therefore, Plaintiffs missed the one (1) year Statute of Limitations to assert
a CEPA claim. Lastly, this claim is inapplicable to Aiken, as she was not an employee of the
County. Accordingly, the Court will grant the County Defendants summary judgment as to Count
Nine.
J.

(Count Ten) - Common Law Pierce Claim for Retaliation

In Count Ten, Plaintiffs assert a “Pierce Claim” of retaliation. Under New Jersey Law,
Pierce v. Ortho Pharmaceutical Corp., 84 N.J. 58 (1980), a cause of action exists in the State of
New Jersey in tort or contract or both for wrongful discharge when the discharge is contrary to the
clear mandate of public policy. Public policy includes legislation, administrative rules, regulations
or decisions, and judicial decisions. Id. at 72. According to Pierce, the public policy cause of action
must be carefully delineated so as not to interfere with the employer’s right to make business
decisions and choose the best personnel for the job. Id. at 69. It is Plaintiffs’ threshold burden to
identify the clear mandate of public policy relied on and failure to do so will result in a dismissal.
Id. at 73. Plaintiffs have the additional burden to prove causation, that is, discharge in retaliation
for taking action and opposition to corporate action, which violated the clear mandate of public
policy and not for some other reason. House v. Carter-Wallace, Inc., 232 N.J. Super. 42, 54 App.
Div. 1989). Each case requires identification of an articulated public policy and implication of a
public interest, as opposed to merely individual employee rights. Clear expression of public policy
is a question of law for the court to define on a case-by-case basis. Fineman, 272 N.J. Super. at
620.
Here, Plaintiffs fail to point to a clear mandate of public policy on which they can rely.
Further, even if Plaintiffs’ political affiliations arguably invoke a clear mandate of public policy,

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there are no material facts that demonstrate the causal connection of any such activities to any
work issue. And as to Aiken, since she was not an employee, the Court must dismiss her Pierce
claim. Murray was not terminated, so this Count must similarly be dismissed as to him. As
described in the Statement of Material Facts, Ortiz was terminated for excessive absenteeism.
Accordingly, the Court grants summary judgment as to Count Ten.
K.

(Count Twelve) - Discrimination and Retaliation in Violation of Title VII
and the New Jersey Law Against Discrimination (NJLAD)

To state a prima facie claim for unlawful retaliation under Title VII of the Civil Rights Act
of 1964, 42 U.S.C. § 2000e-2(a)(1) (“Title VII”) and the New Jersey Law Against Discrimination
(“NJLAD”), a plaintiff must produce evidence that: (1) he engaged in activity protected by Title
VII and the NJLAD; (2) his employer took an adverse employment action against him either after
or contemporaneous with his protected activity; and (3) a causal connection exists between that
adverse employment action and his protected activity. Hargrave v. Cnty. of Atl., 262 F. Supp. 2d
393, 423 (D.N.J. 2003).
The Court will first address Plaintiff's claims under Title VII, which prohibits
discrimination in employment based on protected traits. Title VII prohibits an “employer” from
“discriminat[ing] against any individual with respect to his [or her] compensation, terms,
conditions, or privileges of employment, because of such individual's race, color, religion, sex, or
national origin.” 42 U.S.C. § 2000e–2(a). 6 Third Circuit jurisprudence is clear that Title VII does
not subject individual supervisory employees to liability, having held that, “Congress did not
intend to hold individual employees liable under Title VII.” Sheridan v. E.I. DuPont de Nemours
& Co., 100 F.3d 1061, 1078 (3d Cir.1996); see also Newsome v. Admin. Office of the Courts of the

Here, Plaintiffs have not alleged that any Defendant discriminated against them based on any of the traits enumerated
in Title VII.
6

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State of New Jersey, 51 F.App’x 76, 79 n.1 (3d Cir. 2002) (“it is settled that Title VII does not
provide for individual liability”); Emerson v. Thiel Coll., 296 F.3d 184, 190 (3d Cir. 2002)
(“individual employees are not liable under Title VII”) (citation omitted). Accordingly, Plaintiffs
have no Title VII claim against Eady individually.
Pursuant to Section 5 of Title VII, within 180 days of the events that are complained about,
the Plaintiffs are to file a charge with the Equal Employment Opportunity Commission (“EEOC”),
which none of the Plaintiffs did. Title VII’s charge filing requirement is a mandatory processing
rule. Fort Bend County, Texas v. Davis, 139 S.Ct. 1843, 1851 (2019). Accordingly, having failed
to comply with this prerequisite to suit Plaintiffs cannot proceed with a Title VII claim, which the
Court dismisses with prejudice.
To advance a prima facie case of retaliation under NJLAD, Plaintiffs must show that an
employee engaged in protected employee activity, there was an adverse employment action after
or contemporaneous with the employee’s protected activity, and that a causal link exists between
the employees’ protected activity and the employer’s adverse action. Abramson v. William
Paterson College of New Jersey, 260 F. 3d 265 (3d Cir. 2001).
Under the NJLAD, an “adverse employment action” is one “sufficiently severe or
pervasive to have altered Plaintiffs conditions of employment in an important and material
manner.” El-Sioufi v. St. Peter’s Univ. Hosp., 382 N.J. Super. 145, 176 (App. Div. 2005). Without
a loss of rank or reduction in pay, the personnel decision to change shifts or assignments or to
follow the disciplinary or leave process are not the adverse employment actions envisioned by the
NJLAD. Plaintiffs bear the burden of proving that their complaint that triggered alleged retaliation
was made reasonably and in good faith. Carmona v. Resorts Int’l Hotel, Inc., 189 N.J. 354 (2007).
An unreasonable, frivolous, bad-faith, or unfounded complaint cannot satisfy the statutory

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prerequisite to establish retaliation liability under the NJLAD. Id. at 350.
While Count Twelve is captioned under the NJLAD, the Court notes that Plaintiffs do not
allege in the Amended Complaint that any individual Defendant aided or abetted any conduct
forbidden by N.J.S.A. 10:5-12(e). Therefore, this Count as to any individual must be dismissed.
Next, Defendants argue that to the extent that Plaintiffs were disciplined either by way of
fine, suspension, etc., the appropriate Civil Service procedure required by law was followed. The
Civil Service Statute, at N.J.S.A. 11A:1-1, et. seq., and N.J.S.A. 11A:2-13 et. seq., governs
appeals. The disciplinary process is delegated to the Civil Service Commission and Administrative
Regulations were created providing specific procedures for minor and major disciplines. These
regulations are set forth at N.J.A.C. 4A:1-1, et. seq. With respect to resignations not in good
standing, this is governed by N.J.S.A. 4A:2-6.2(c), which provides that unexcused absences of five
days or greater are considered resignations not in good standing.
As to Ortiz, he specifically raised discrimination and retaliation as a defense to his
disciplinary actions. He raised discrimination and retaliation for union activity at the departmental
level, where there was a hearing, and he raised it at the Office of Administrative Law, where there
was another hearing. Indeed, even the opinion of the Office of Administration Law notes that Ortiz
raised as an affirmative defense to his being disciplined that he believes he was being discriminated
against or retaliated against for his union activity. This defense was determined on the merits and
rejected by the Office of Administrative Law. There were no further appeals after that. Under New
Jersey law, if an affirmative defense is raised in a disciplinary hearing, and heard on the merits, it
is conclusive of the issue in any subsequent civil suit alleging such discrimination or retaliation.
In this case, Ortiz alleges that these disciplinary actions were improperly brought and were
retaliatory or discriminatory because of his union activity. This is especially so for the discipline

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for altering the line-up, as noted in the Civil Service Opinion of August 6, 2014. Having raised
this as an affirmative defense to the disciplinary action and it having been rejected, he cannot assert
it now in an affirmative civil claim. This was the holding in several New Jersey cases, including
Winters v. North Hudson Regional Fire and Rescue, 212 N.J. 67 (2012); Wolff v. Salem County
Correctional Center, 439 N.J. Super. 282 (App. Div. 2015); and DiBuonabentura v. Washington
Township, 462 N.J. Super. 260 (App. Div. 2020).
Here, in all three disciplinary actions, the positions taken precluded an affirmative civil
claim for damages arising out of that same conduct. The courts in this context embraced a broad
view of estoppel in discipline cases. DiBuonabentura, at 271. A litigant should not be permitted
to participate in the administrative system designed to promote a fair and uniform statewide system
of public employee discipline, raise a retaliation defense, and then hold back on the defense to
save it for later duplicative litigation. Id. at 271-272 (citing Winters, 212 N.J. at 72-73). If the
employee raises the retaliation defense in the administrative system, the employee and the
employer must live with that outcome, including its potential preclusive effect on related
employment discrimination litigation as a matter of equitable application of estoppel principles.
Id. Arguably, Plaintiffs’ eventual separation from employment constitutes “adverse employment
action” and is one “sufficiently severe or pervasive to have altered Plaintiffs conditions of
employment in an important and material manner.” El-Sioufi v. St. Peter’s Univ. Hosp., 382 N.J.
Super. 145, 176 (App. Div. 2005).
As previously stated herein, Murray's claim for tortious interference with an employment
relationship is based upon his early retirement. Murray specifically links a causal connection
between Eady’s criminal acts of interference and his separation from employment. Ortiz, however,
fails to satisfy the required “causal link between the employees’ protected activity and the

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employer’s adverse action” here. Abramson, 260 F.3d 265.
Ortiz was the subject of disciplinary actions in 2013 and 2014 and was terminated from
employment on October 14, 2015, for excessive absenteeism and abandonment of his post as the
Officer in Charge. Ortiz has not produced evidence that the disciplinary action is attributable to
retaliatory motives or of any temporal proximity between the employer’s action and any protected
activity. Consistent with the standard of review on a motion for summary judgment, the Court
must evaluate the evidence relating to these factors while drawing all reasonable inferences in
favor of Plaintiffs and deny summary judgment unless it concludes that such evidence is
insufficient, as a matter of law, to permit a reasonable factfinder to conclude that Plaintiff was
subjected to an objectively hostile and abusive working environment. The Court concludes that
the evidence here is insufficient and, accordingly, grants summary judgment as to Count Twelve.
L.

(Count Thirteen) - Violation of the New Jersey Constitution and Civil
Rights Act, N.J.S.A. 10:6-2 et seq.

Count Thirteen alleges violations of the New Jersey Constitution and the New Jersey Civil
Rights Act.
As the Court previously stated herein, Plaintiffs must demonstrate a “policy or custom” on
the part of County Defendants to establish liability under §1983, and under the New Jersey Civil
Rights Act. See Monell, 436 U.S. at 694; see also Ramos, 429 N.J. Super. 13, 23 (App. Div. 2012).
As previously stated herein, the Court dismissed the federal civil rights claims based on the lack
of any nexus between Eady's actions of recording telephone calls and his position as Deputy
Director, thereby eliminating the notion that he was acting under the color of law. Moreover, the
record contains no evidence of a policy or custom of the County Defendants. Accordingly, the
Court similarly dismisses the New Jersey Civil Rights Act claims.
Plaintiffs have not specified in Count Thirteen of the Amended Complaint which provision
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of the New Jersey Constitution is alleged to have been violated. However, because the Court has
already determined that Plaintiff has not sufficiently stated a discrimination claim under the federal
Constitution, and because courts interpret the New Jersey Constitution analogously to the federal
Constitution, see Trafton v. City of Woodbury, 799 F.Supp.2d 417, 444 (D.N.J. 2011), the Court
similarly dismisses the New Jersey constitutional claims.

Accordingly, Count Thirteen is

dismissed.
V.

CONCLUSION
For the foregoing reasons, the County Defendant’s motion for summary judgment (ECF

No. 102) is GRANTED, and Plaintiffs’ Amended Complaint (ECF No. 5) (the “Amended
Complaint”) in its entirety is DISMISSED with prejudice as to the County Defendants. Eady’s
motion for summary judgement (ECF No. 103) is GRANTED in part and DENIED in part,
GRANTED as to Counts One, Six, Seven, Eight, Nine, Ten, Twelve, and Thirteen in the Amended
Complaint, which are DISMISSED with prejudice, and DENIED as to Counts Two, Three, Four,
and Five, which remain as to Eady only. An appropriate Form of Order accompanies this Opinion.

s/ Julien Xavier Neals
JULIEN XAVIER NEALS
United States District Judge

DATED: October 13, 2023

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