Lewis v. SF Bay Area Rapid Transist District (Bart)
Lewis
Court
District Court, N.D. California
Decided
June 27, 2025
Jurisdiction
FD
Importance
44%
Case Summary
1 2 3 4 5 6 7 UNITED STATES DISTRICT COURT 8 NORTHERN DISTRICT OF CALIFORNIA 9 GREGORY S. LEWIS, 10 Case No. 25-cv-00869-RS Plaintiff, 11 v. ORDER GRANTING DEFENDANTS' 12 MOTION TO DISMISS SF BAY AREA RAPID TRANSIST 13 DISTRICT (BART), et al., 14 Defendants. 15 I. INTRODUCTION 16 Pro se Plaintiff Gregory S. Lewis brings this employment discrimination suit against 17 Defendants San Francisco Bay Area Rapid Transit District (“BART”) and its employees Trent 18 Alvarado and Ana Alvarado. He contends Defendants violated the Americans with Disabilities 19 Act (ADA), Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in 20 Employment Act of 1967 (ADEA), the Genetic Information Nondiscrimination Act (GINA), and 21 the Fair Labor Standards Act (FLSA). He seeks compensatory and punitive damages. 22 Defendants move to dismiss Plaintiff’s complaint under Federal Rule of Civil Procedure 23 12(b)(6), asserting (1) the ADA and Title VII do not authorize individual capacity liability and so 24 the claims against the individual defendants fail, and (2) Plaintiff failed to allege facts sufficient to 25 support ADEA, GINA, FLSA, and ADA discrimination claims against BART. Defendants also 26 move under Fed. R. Civ. P. 12(f) to strike Plaintiff’s prayer for punitive damages against BART 27 because it is a public entity. In opposition to Defendant’s motion, Plaintiff voluntarily dismisses 1 The motion to dismiss is granted. Plaintiff’s request for leave to amend is granted, 2 excepting his ADA and Title VII claims against Trevor Alvarado and Ana Alvarado. Claims 3 brought under the ADA and Title VII against these individual defendants are dismissed with 4 prejudice. 5 II. BACKGROUND1 6 Plaintiff is a BART electrician currently on unprotected leave. On May 5, 2023, Plaintiff 7 asserts he requested and received intermittent leave under the Family Medical Leave Act of 1993 8 for recurring back and leg pain. On August 2, 2023, he requested full-time leave under the FMLA. 9 On February 1, 2023, Plaintiff emailed BART Human Resources Representative Ana Alvarado 10 that he was cleared to resume work on February 12, 2023. On February 6, 2023, Plaintiff emailed 11 Ana Alvarado a list of physical restrictions and limitations from his doctor. 12 On February 10, 2023, Plaintiff emailed BART’s Acting Superintendent of Power 13 Mechanical to confirm that he could return to work. Plaintiff was placed on the work schedule that 14 evening but alleges this was a scheduling mistake. On February 12, 2023, the Acting 15 Superintendent of Power Mechanical instructed Plaintiff to confirm with human resources that he 16 could resume work. However, that same day, Ana Alvarado emailed Plaintiff that the Acting 17 Superintendent of Power Mechanical stated that they could not accommodate him. In her email, 18 Alvarado scheduled an interactive process meeting with Plaintiff for February 21, 2023. 19 On February 15, 2023, Plaintiff responded to Ana Alvarado, stating he could have 20 completed the work assignment that he mistakenly received on February 10, 2023. Plaintiff 21 provided a list of tasks in the work assignment schedule and explained he could perform them 22 without violating his medical restrictions and limitations. Plaintiff additionally stated he planned 23 to file an ADA complaint. On February 19, 2023, Plaintiff emailed Ana Alvarado again and 24 attached a list of 515 job tasks he believed he could perform even with his restrictions and 25 26
Case Details
Case Details
Legal case information
Status
Decided
Date Decided
June 27, 2025
Jurisdiction
FD
Court Type
federal
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Case Summary
Summary of the key points and legal principles
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7 UNITED STATES DISTRICT COURT
8 NORTHERN DISTRICT OF CALIFORNIA
9
GREGORY S. LEWIS,
10 Case No. 25-cv-00869-RS
Plaintiff,
11
v. ORDER GRANTING DEFENDANTS'
12 MOTION TO DISMISS
SF BAY AREA RAPID TRANSIST
13 DISTRICT (BART), et al.,
14 Defendants.
15 I. INTRODUCTION
16 Pro se Plaintiff Gregory S. Lewis brings this employment discrimination suit against
17 Defendants San Francisco Bay Area Rapid Transit District (“BART”) and its employees Trent
18 Alvarado and Ana Alvarado. He contends Defendants violated the Americans with Disabilities
19 Act (ADA), Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in
20 Employment Act of 1967 (ADEA), the Genetic Information Nondiscrimination Act (GINA), and
21 the Fair Labor Standards Act (FLSA). He seeks compensatory and punitive damages.
22 Defendants move to dismiss Plaintiff’s complaint under Federal Rule of Civil Procedure
23 12(b)(6), asserting (1) the ADA and Title VII do not authorize individual capacity liability and so
24 the claims against the individual defendants fail, and (2) Plaintiff failed to allege facts sufficient to
25 support ADEA, GINA, FLSA, and ADA discrimination claims against BART. Defendants also
26 move under Fed. R. Civ. P. 12(f) to strike Plaintiff’s prayer for punitive damages against BART
27 because it is a public entity. In opposition to Defendant’s motion, Plaintiff voluntarily dismisses
1 The motion to dismiss is granted. Plaintiff’s request for leave to amend is granted,
2 excepting his ADA and Title VII claims against Trevor Alvarado and Ana Alvarado. Claims
3 brought under the ADA and Title VII against these individual defendants are dismissed with
4 prejudice.
5 II. BACKGROUND1
6 Plaintiff is a BART electrician currently on unprotected leave. On May 5, 2023, Plaintiff
7 asserts he requested and received intermittent leave under the Family Medical Leave Act of 1993
8 for recurring back and leg pain. On August 2, 2023, he requested full-time leave under the FMLA.
9 On February 1, 2023, Plaintiff emailed BART Human Resources Representative Ana Alvarado
10 that he was cleared to resume work on February 12, 2023. On February 6, 2023, Plaintiff emailed
11 Ana Alvarado a list of physical restrictions and limitations from his doctor.
12 On February 10, 2023, Plaintiff emailed BART’s Acting Superintendent of Power
13 Mechanical to confirm that he could return to work. Plaintiff was placed on the work schedule that
14 evening but alleges this was a scheduling mistake. On February 12, 2023, the Acting
15 Superintendent of Power Mechanical instructed Plaintiff to confirm with human resources that he
16 could resume work. However, that same day, Ana Alvarado emailed Plaintiff that the Acting
17 Superintendent of Power Mechanical stated that they could not accommodate him. In her email,
18 Alvarado scheduled an interactive process meeting with Plaintiff for February 21, 2023.
19 On February 15, 2023, Plaintiff responded to Ana Alvarado, stating he could have
20 completed the work assignment that he mistakenly received on February 10, 2023. Plaintiff
21 provided a list of tasks in the work assignment schedule and explained he could perform them
22 without violating his medical restrictions and limitations. Plaintiff additionally stated he planned
23 to file an ADA complaint. On February 19, 2023, Plaintiff emailed Ana Alvarado again and
24 attached a list of 515 job tasks he believed he could perform even with his restrictions and
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Case Details
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Status
Decided
Date Decided
June 27, 2025
Jurisdiction
FD
Court Type
federal
Legal Significance
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Metadata
Additional information
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