EEOC v. Peabody Western Coal Co., No. 12-17780 (9th Cir. 2014)
Annotate this CasePeabody mines coal on the Hopi and Navajo reservations in Arizona under leases with the tribes. The EEOC filed suit alleging, among other things, that Title VII of the Civil Rights Act, 42 U.S.C. 2000e-8(c), prohibits the tribal hiring preference contained in the Peabody leases. The district court granted summary judgment against the EEOC on the merits. The court affirmed, concluding that the Navajo hiring preference in the leases at issue is a political classification, rather than a classification based on national origin, and therefore does not violate Title VII. Further, the EEOC waived on appeal its record-keeping claim and the district court acted within its discretion in denying the EEOC's motion to supplement the record.
Court Description: Title VII / Tribal Affairs. The panel affirmed the district court’s summary judgment against the Equal Employment Opportunity Commission with respect to its claim that Title VII of the Civil Rights Act of 1964 prohibited the tribal hiring preference contained in Peabody Western Coal Co. leases with the Navajo Nation. The panel held that the Navajo hiring preference in the leases was a political classification, rather than a classification based on national origin, and therefore did not violate Title VII. The panel concluded that the district court correctly granted summary judgment to defendants Peabody Western Coal Company and Navajo Nation, and third-party defendant Secretary of the Interior. The panel also held that the EEOC waived on appeal its record-keeping claim. Finally, the panel held that the district court acted within its discretion in denying the EEOC’s eleventh-hour motion to supplement the record with a declaration and documents about Peabody’s hiring practices in 1999.
The court issued a subsequent related opinion or order on November 19, 2014.
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