Justia Civil Procedure Opinion Summaries

In several cases, including this one, plaintiffs have asserted that medical care at the Cook County Jail falls below constitutional standards as a matter of official policy, custom, or practice. The 2008 findings from a U.S. Department of Justice investigation of health care at the Jail found systemic flaws in the Jail’s scheduling, record‐keeping, and grievance procedures that produced health care below the minimal requirements of the U.S. Constitution. In this case, the Seventh Circuit reversed the district court’s refusal to allow admission of the report as evidence toward meeting a plaintiff’s burden of proving an unconstitutional custom, policy, or practice under the Supreme Court’s holding in Monell v. Department of Social Services. The district court held that the report was hearsay and was not admissible to prove the truth of its findings. The Seventh Circuit concluded that it should be admitted under the hearsay exception for civil cases in Federal Rule of Evidence 803(8)(A)(iii) for factual findings from legally authorized investigations. View "Daniel v. Cook County" on Justia Law

Five months after Chicago police arrested Janusz, a court found that the officers’ stated reasons for approaching and arresting Janusz at a gas station were implausible. Janusz had lost his job because of the charges. Janusz sued in Illinois state court, alleging breach of employment contract, defamation, and intentional infliction of emotional distress, and separately sued the city and officers in federal court, alleging violations of his Fourth Amendment rights. The state court jury awarded Janusz $3,177,500. While appeals were pending, the parties executed a settlement. Janusz executed a release in exchange for $3 million; the parties stipulated that the defendants “ha[d] paid [Janusz] all monies due and owing him as the result of the Judgment previously entered.". In the federal suit, the city defendants sought summary judgment as to damages, arguing that Illinois’s single‐recovery rule prevented Janusz from recovering any damages relating to lost wages and emotional injuries for which the state settlement had compensated him. The district court granted the motion. The Seventh Circuit affirmed. Both lawsuits involve a single, indivisible set of injuries for which Janusz has already received compensation. Janusz is judicially estopped from arguing that the judgment in the state action was not fully satisfied. View "Janusz v. City of Chicago" on Justia Law

Chicago Police officers pulled over a car driven by Rosado for failing to use a turn signal. After stopping the car, the officers “claimed to have seen” a badge, handcuffs, and a handgun in plain view “between the brake lever and center console.” They arrested Rosado for unlawful possession of a weapon by a felon and for violating the armed habitual criminal statute. Another officer approved the report as establishing probable cause. Rosado spent about 18 months in jail before receiving a copy of the dash cam video recorded when he was arrested, which, contrary to the officers’ accounts, showed that Rosado had used an operable turn signal. The state court dismissed the charges. Rosado filed suit under 42 U.S.C. 1983. The court dismissed Rosado’s false‐arrest claim as barred by the two‐year statute of limitations. Because his claims of conspiracy and failure to intervene arose from the false‐arrest claim, those were also dismissed. The court dismissed Rosado’s due‐process and respondeat‐superior claims on the merits. The Seventh Circuit affirmed. Rosado did not promptly file. He knew the officers had fabricated probable cause by February 2014, when he received the video, and still had seven months to timely file suit. Rosado’s unexplained failure to timely file precluded equitable tolling. View "Rosado v. Gonzalez" on Justia Law

In 2011, city officials of West Valley City terminated Plaintiff Karen Bird from her position as manager of the city’s Animal Shelter. During the latter half of Plaintiff’s employment, the environment of the Animal Shelter was toxic. Plaintiff was one of the biggest contributors to this tumultuous environment. During the high point of what staffers at the shelter dubbed "the little war," the Salt Lake Tribune published an article about a cat that had survived two euthanization attempts in the Animal Shelter’s gas chamber. A reporter called a West Valley City official and informed the official that he (the reporter) had received an anonymous telephone call alleging that the shelter had ordered a mass execution of animals due to overpopulation. Other shelter managers were under the impression that Plaintiff, who was notoriously against using the gas chamber to euthanize animals and who was one of the few individuals privy to the meeting discussing the shelter’s overpopulation, was the source of these leaks. Around the same time as the anonymous phone call to the press, Plaintiff finally decided she "had enough" and filed the formal complaint that belied this lawsuit before the Tenth Circuit Court of Appeals. The Tenth Circuit could not find that Plaintiff had been fired because of her gender, any hostile work environment she experienced, and West Valley City did not form any contract with her that mandated it would protect her from workplace violence or prevent her from being retaliated against. The Court did find, however, that the district court did not determine whether Plaintiff raised a genuine issue of material fact that this belief substantially motivated West Valley City officials’ decision to terminate Plaintiff. Nor did it determine whether the leaks to the press qualified as “constitutionally protected activity.” The case was affirmed in part, reversed in part and remanded for further proceedings. View "Bird v. West Valley City" on Justia Law

In 2014, the Bozeman City Commission adopted the Nondiscrimination Ordinance 1890, which prohibits discrimination on the basis of sexual orientation or gender expression by landlords, providers of public accommodations, and parties engaged in residential real estate transactions. Petitioners, certain Bozeman residents, filed suit against the City of Bozeman, the Commission, and the City Commissioners (collectively, Respondents) seeking a declaration that the Ordinance is invalid as a matter of law. The district court dismissed the complaint on the ground that Petitioners did not present a justiciable case or controversy. The Supreme Court affirmed, holding that the district court (1) did not err in denying Petitioners’ motion for summary judgment and dismissing their complaint based on the conclusion that Petitioners were requesting an advisory opinion; and (2) did not abuse its discretion in denying Petitioners’ motion for reconsideration and to amend. View "Arnone v. City of Bozeman" on Justia Law

A Wisconsin state prison inmate filed suit, in forma pauperis (28 U.S.C. 1915(a)), against prison doctors, alleging deliberate indifference to the plaintiff’s medical needs, in violation of 42 U.S.C. 1983, and medical malpractice. The defendants learned that in seeking permission to litigate in forma pauperis the plaintiff had failed to disclose that he had approximately $1400 in a trust account outside the prison. The district court dismissed, with prejudice on that basis. The Seventh Circuit affirmed, noting that, on appeal, the plaintiff had not argued that the dismissal should have been without prejudice and that such a dismissal would have had a different impact because the statute of limitations for section 1983 claims in Wisconsin is six years, not three. The decision to dismiss with prejudice was proper, however, and sends a strong message to all litigants, particularly to the prison population, that dishonesty to the court will not be tolerated. View "Kennedy v. Huibregtse" on Justia Law

Defendant, National Heritage Academies, Inc., was a company that owned and operated a number of public, independently operated schools, including Linden Charter Academy (LCA) located in Flint, Michigan. Plaintiff, Craig Hecht, was a white teacher who had been employed by defendant at LCA for approximately eight years, most recently serving as a third-grade teacher. The student body at LCA was predominantly black. This race discrimination case came about over the color of a computer table: an aide returned a brown table to plaintiff's classroom. Upon noticing her mistake, the aide asked plaintiff whether he'd prefer to have the brown table she brought, or the white table that had previously been in the room. Whether or not plaintiff's next statement in response to the computer table question was a "tasteless joke" with no racial animas ultimately lead to plaintiff's termination with defendant. Plaintiff sued under Michigan's Civil Rights Act (CRA), claiming that the employer's reason for firing him was racially motivated. The issue this case presented for the Supreme Court's review was whether the trial court erred by denying defendant’s motion for judgment notwithstanding the verdict (JNOV). After review, the Supreme Court held that the Court of Appeals did not err by affirming the trial court’s denial of defendant’s motion for JNOV on plaintiff’s claim of discrimination under the Civil Rights Act (CRA), "[t]his case turned on circumstantial evidence, on the credibility of plaintiff’s proofs that suggested there were racial reasons for his treatment and on the credibility of defendant’s nonracial justifications for firing him." The Court concluded based on the evidence presented and all the inferences that could be reasonably drawn from that evidence in favor of the jury’s liability verdict, that a reasonable jury could have concluded that defendant violated the CRA. The Court found error in the calculation of future damages and reversed the trial court on that ground. The Court remanded the case for further proceedings. View "Hecht v. National Heritage Academies, Inc." on Justia Law

Eugene Foster appeals from a district-court order granting summary judgment in favor of Mountain Coal Company, LLC (Mountain Coal) on his retaliation claims under the Americans with Disabilities Act (ADA). Foster injured his neck while working for Mountain Coal. Mountain Coal terminated Foster several months after the injury, citing that Foster “gave false information as to a credible Return To Work Slip.” After Mountain Coal terminated his employment, Foster filed a charge of discrimination with the Equal Employment Opportunity Commission (EEOC) and the Colorado Civil Rights Division. Ultimately, the EEOC issued Foster a right-to-sue notice; armed with the notice, Foster filed a complaint against Mountain Coal, seeking relief under the ADA and Colorado law. On the briefs, the district court entered summary judgment for Mountain Coal on Foster’s ADA and state-law discrimination claims and on Foster’s ADA retaliation claims. Foster appealed. After review, the Tenth Circuit reversed, finding that the district court erred in granting Mountain Coal’s motion for summary judgment with respect to Foster’s ADA retaliation claims. "We conclude that a reasonable jury could find that Foster established a prima facie case of retaliation with respect to both his April 3 and April 11 purported requests for accommodation." The Court further concluded that a reasonable jury could find that Mountain Coal’s asserted basis for terminating Foster’s employment was pretext. Therefore the Tenth Circuit reversed the district court’s order granting Mountain Coal’s motion for summary judgment with respect to Foster’s ADA retaliation claims and remanded for further proceedings. View "Foster v. Mountain Coal Company" on Justia Law

In 2011 UJC private jet charter services hired Plaintiff as a co-pilot. After altercations between Plaintiff, a woman, and male pilots, which Plaintiff perceived to constitute sexual harassment, Plaintiff wrote an email to UJC management. About three weeks later, Plaintiff’s employment was terminated. Plaintiff sued, alleging retaliation. Defendants’ answer stated that UJC had converted from a corporation to an LLC. Plaintiff did not amend her complaint. Defendants’ subsequent motions failed did not raise the issue of UJC’s identity. UJC’s CEO testified that he had received reports that Plaintiff had used her cell phone below 10,000 feet; that once Plaintiff became intoxicated and danced inappropriately at a bar while in Atlantic City for work; that Plaintiff had once dangerously performed a turning maneuver; and that Plaintiff had a habit of unnecessarily executing “max performance” climbs. There was testimony that UJC’s male pilots often engaged the same behavior. The jury awarded her $70,250.00 in compensatory and $100,000.00 in punitive damages. When Plaintiff attempted to collect on her judgment, she was told that the corporation was out of business without assets, but was offered a settlement of $125,000.00. The court entered a new judgment listing the LLC as the defendant, noting that UJC’s filings and witnesses substantially added to confusion regarding UJC’s corporate form and that the LLC defended the lawsuit as though it were the real party in interest. The Sixth Circuit affirmed, stating it was unlikely that UJC would have offered a generous settlement had it genuinely believed itself to be a victim of circumstance, or that it would be deprived of due process by an amendment to the judgment; the response indicated a litigation strategy based on “roll[ing] the dice at trial and then hid[ing] behind a change in corporate structure when it comes time to collect.” View "Braun v. Ultimate Jetcharters, LLC" on Justia Law

Mohamed Tawid Al-Saffy, an Egyptian-American Muslim employed by the Foreign Agricultural Service, filed suit under Title VII of the Civil Rights Act, 42 U.S.C. 2000e et seq., alleging that the Agriculture and State Departments each discriminated against him based on religion and national origin, and retaliated against him for filing an EEO complaint. The district court granted summary judgment to the government. The court concluded that, because Title VII requires final agency action to notify the employee of his right to appeal and the governing time limitation, the order dismissing the 2012 Complaint did not trigger the ninety-day deadline for Al-Saffy to file suit. Instead, given the lack of timely final action by the agency, Al-Saffy could have and did file a civil action more than 180 days after the filing of the 2012 Complaint with the agency. Therefore, Al-Saffy’s October 10, 2013 filing in district court thus preserved his claims from the 2012 Complaint. The court also concluded that the district court erred in granting summary judgment for the government on Al-Saffy's claims against the State Department because there are genuine issues of material fact regarding whether Al-Saffy had an employment relationship with the State Department within the meaning of Title VII, and whether Al-Saffy knew about the State Department’s alleged role in discrimination against him prior to 2013. Accordingly, the court reversed and remanded for further proceedings. View "Al-Saffy v. Vilsack" on Justia Law