Justia Civil Procedure Opinion Summaries

Plaintiff worked as a delivery driver for TBS, a “last-mile” delivery company whose primary client was Amazon.com. At the start of his employment, he signed an At-Will Employment, Non-Disclosure, Non-Solicitation, Class-Action Waiver and Arbitration Agreement. Plaintiff filed suit asserting violations of the Labor Code, California’s Unfair Competition Law, and the Private Attorneys General Act, unlawful retaliation, and wrongful termination. The trial court denied TBS’s motion to compel the plaintiff to arbitrate his individual claims and to dismiss his class claims. The court found that the plaintiff was exempt from Federal Arbitration Act (9 U.S.C. 1, FAA) coverage because he was a transportation worker engaged in interstate commerce and that the class action waiver was unenforceable, rendering the arbitration agreement unenforceable.The court of appeal affirmed that the plaintiff is exempt from FAA coverage and that the class action waiver is unenforceable under California law. The court reversed the order denying the motion to compel arbitration of the plaintiff’s individual claims; the trial court improperly found the arbitration agreement unenforceable in its entirety rather than severing the class action waiver provision from the remainder of the employment agreement and considering the validity of the arbitration provision with respect to the individual claims for unlawful retaliation and wrongful termination. View "Betancourt v. Transportation Brokerage Specialists, Inc." on Justia Law

Rex Sharp, the attorney for Plaintiff Duncan Frank in a putative class-action against Crawley Petroleum Corporation, appealed a district-court order granting Plaintiff’s motion for voluntary dismissal of his claim with prejudice but placing three restrictions on Sharp’s bringing similar putative class-action claims against Crawley on behalf of other plaintiffs. Plaintiff owned a royalty interest in an oil and gas well operated by Crawley in Oklahoma. He alleged that Crawley had been underpaying the royalties owed on natural-gas production. Sharp claimed two of the three conditions were improperly imposed because the dismissal caused no legal prejudice to Crawley. Crawley moved to dismiss the appeal for lack of jurisdiction. The Tenth Circuit denied the motion to dismiss because Sharp was expressly referenced in the order and was directly bound by it. And although a nonparty, he was a proper appellant, he had standing to appeal, and the order was a final, appealable order. The Tenth Circuit also agreed with Sharp on the merits of his appeal: Crawley would not be better off in regard to class certification than it was with the dismissal with prejudice of Plaintiff’s complaint. The matter was remanded to the district court with instructions to grant Plaintiff’s requested dismissal without the challenged conditions. View "Frank v. Crawley Petroleum Corp." on Justia Law

Plaintiffs Mosanthony Wilson and Nancy Urschel brought a putative wage-and-hour class action against defendant The La Jolla Group (LJG). Plaintiffs worked for LJG as signature gatherers on behalf of political campaigns and political action committees. LJG classified them as independent contractors and paid them per signature submitted. In the underlying lawsuit, plaintiffs alleged that LJG misclassified them and, as employees, they were entitled to a minimum wage, overtime pay, meal and rest breaks, expense reimbursement, timely final wage payment, and itemized wage statements. Plaintiffs moved for certification of a class of LJG signature gatherers, which the trial court denied. Plaintiffs appealed the order denying class certification, contending the trial court erred by finding common questions did not predominate and the class action procedure was not superior to individual actions. They also contended the court erred by not granting a related motion for reconsideration. After review, the Court of Appeal agreed that on the current record, the trial court erred by declining to certify a class for one cause of action, for failure to provide written and accurate itemized wage statements. The Court therefore reversed the order denying class certification in part, as to that cause of action only, and remand for reconsideration. Otherwise, the Court concluded the trial court did not err and affirmed. View "Wilson v. The La Jolla Group" on Justia Law

Three plaintiffs, seeking to represent a putative class of 3,000 nursing facility residents, filed a class action complaint against (MMI) and its president in Florida state court. After defendants removed to the district court, the district court removed back to state court under the Class Action Fairness Act (CAFA).The Eleventh Circuit reversed and remanded for further proceedings, concluding that the district court erred in finding that the evidence was sufficient to establish that two-thirds of the putative class were Florida citizens. The court explained that the studies, surveys, and census data that plaintiffs provided, which do not directly involve plaintiffs in this case, are not sufficient to establish that a certain percentage of the plaintiff class are citizens of Florida. The court agreed with the district court's conclusion that plaintiffs satisfied the "significant defendant" requirement in 28 U.S.C. 1332(d)(4)(A)(i)(II)(aa). Because the court found that plaintiffs failed to meet the local controversy exception's state citizenship requirement, however, the district court erred in remanding this matter to state court. Finally, to the extent that the remand order was based on the discretionary exception, the district court erred in failing to find that MMI is a primary defendant and not a Florida citizen. View "Smith v. Bokor" on Justia Law

A class of owners accused Navistar of selling trucks with defective engines. The suit was settled for $135 million. The district court gave its preliminary approval. A court-approved Rule 23(e) notice was sent by first-class mail to all class members describing the settlement terms and the option to litigate independently. The notice's opt-out instructions included a link to a website with the full details and a phone number. The court held a fairness hearing then entered a final judgment implementing the settlement. Class member Drasc had sued Navistar in Ohio concerning the truck engines. The federal court declined to enjoin parallel state court suits, so the Ohio case proceeded while the federal action was pending. After the court approved the settlement, Navistar notified Drasc that its suit is barred by the release in the settlement. Drasc argued that it never received notice of the settlement and that its effort to continue litigating in Ohio should be deemed a “reasonable indication” of a desire to opt-out. The Seventh Circuit affirmed the rejection of Drasc’s arguments, noting findings that two first-class letters were sent to Drasc at its business addresses; Drasc had not provided an email address for notice; Drasc’s Ohio lawyers had actual notice of the settlement and must have known about the need to opt-out. Drasc had actual knowledge of the need to opt-out and could not show excusable neglect that would justify an extension of the opt-out deadline. View "DRASC, Inc. v. Navistar, Inc." on Justia Law

Plaintiffs Cho and Ulug, individual named plaintiffs in a putative securities class action, appeal the district court's grant of judgment on the pleadings and dismissal of their claims against defendants. Plaintiffs argue that they should be permitted to rely on the successful appeal by the lead plaintiffs in this case, and that the district court erred in granting judgment on the pleadings and dismissing their claims.The Second Circuit affirmed the district court's judgment and concluded that Federal Rule of Appellate Procedure Rule 3 requires that individual named plaintiffs in a class actions – who, unlike absent class members, have chosen to litigate their claims personally – indicate individually their intent to appeal; Cho and Ulug's failure to appeal the district court's first dismissal of their claims rendered that decision final as to them, and the district court properly dismissed their attempt to renew their claims after the lead plaintiffs successfully appealed; Cho and Ulug's claims against the newly added defendant are barred by res judicata; and the district court did not abuse its discretion in denying reconsideration. View "Cho v. BlackBerry Ltd." on Justia Law

Women who work at the Cook County Jail or the adjoining courthouse filed a class-action suit against their employers for failing to prevent male inmates from sexually harassing them. The district court certified a class comprising all non‐supervisory female employees who work with male inmates at the jail or courthouse, of whom there are about 2,000.On interlocutory appeal, the Seventh Circuit held that the district court abused its discretion in certifying the class under Rule 23. The court’s primary error was using the peripheral and overbroad concept of “ambient harassment” (i.e., indirect or secondhand harassment) to certify a class of employees who have endured a wide range of direct and indirect harassment. Even without this error, the class cannot stand because it comprises class members with materially different working environments whose claims require separate, individualized analyses. Hostile work environment claims are fact-intensive. They turn on the frequency, severity, character, and effect of the harassment. Here, these are “worker‐specific” inquiries because they depend on a class member’s unique experience—which correlates to where she works. Some class members will have had comparable experiences but the plaintiffs have not proven that for the entire class. View "Howard v. Cook County Sheriff's Office" on Justia Law

Southern Furniture Leasing, Inc. filed a putative class action against a group of less-than-truckload (“LTL”) freight carriers, all predecessors to or current subsidiaries of YRC, Inc. Southern Furniture alleged YRC “carried out a widespread and systematic practice of overcharging its customers by intentionally using inflated shipment weights when determining shipment prices.” YRC asked the Tenth Circuit to affirm on the alternate ground that Southern Furniture failed to allege Article III standing. The district court rejected YRC’s standing argument, and the Tenth Circuit agreed with its analysis. The district court granted YRC’s motion to dismiss on the grounds that Southern Furniture had only 180 days to contest the alleged overcharges under 49 U.S.C. 13710(a)(3)(B). To this, the Tenth Circuit concurred and affirmed. View "Southern Furniture Leasing v. YRC" on Justia Law

Appellants Area 55, LLC, and SAB Holdings, LLC appealed a trial court order granting the special motion to strike their first amended complaint for malicious prosecution and the related judgment of dismissal in favor of Respondents Nicholas & Tomasevic, LLP (N&T), Craig Nicholas, and Alex Tomasevic. Appellants included the successors to Vinturi, Inc. (Vinturi), which developed and sold the “ ‘Vinturi Essential Wine Aerator’ for wine-lovers who want to enhance their experience of drinking wine.” Vinturi started selling the Vinturi Aerator in 2006. As sold to the public, the box contained the Vinturi body with a decorative black silicone band, a rubber stand, and a filter screen -- parts all made in China, transported to the United States, and assembled in the United States. From 2006 until 2010, Vinturi sold its aerator in the United States with the statement “ ‘VINTURI IS MANUFACTURED IN THE USA’ ” printed on the bottom panel of the box. Attorney Nicholas filed various consumer fraud claims, challenging Appellants claim the aerator was made in the U.S. when the components were made in China. Appellants were successful in getting two class action cases dismissed. In 2018, Appellants filed the present case for malicious prosecution, resulting in the grant of Respondents' "SLAPP" motion on appeal. The Court of Appeal concluded the trial court erred in ruling that Appellants could not establish the prior action was not terminated on its merits. "Thus, for purposes of the anti-SLAPP statute, the court erred in ruling that Appellants did not demonstrate a probability of prevailing on the merits of their malicious prosecution claim." In addition, in its de novo review, the Court exercised discretion to reach the additional issues raised by the parties in the motion and opposition: Appellants made a sufficient prima facie showing of the remaining elements of their claim, and Respondents did not defeat Appellants’ claim as a matter of law. Accordingly, the order granting Respondents’ special motion to strike the complaint was vacated and reversed. On remand, the trial court was directed to enter a new and different order denying Respondents’ special motion. View "Area 55 v. Nicholas & Tomasevic" on Justia Law

Weinert roofing employees could drive directly to job sites around Green Bay or could carpool from the shop using a company truck. For carpool employees, Weinert paid travel time at time-and-a-half the minimum wage and did not count travel time toward an employee’s 40-hour workweek. Weinert paid more than minimum wage for job-site work; job-site overtime pay was higher than travel time pay. Anderson, a Weinert seasonal employee, filed a collective action under the Fair Labor Standards Act, 29 U.S.C. 216(b), and Wisconsin law. Three other employees joined the action. Anderson converted the collective action into an individual FLSA action, which settled. Anderson then sought class certification (FRCP 23) for the state claims. Anderson identified 37 former or current Weinert employees to include in the class and requested the inclusion of employees Weinert expected to hire in 2019.The Seventh Circuit affirmed the denial of class certification. Employees to be hired in a future period cannot be included in the class. Anderson failed to show that joinder of the 37 employees in a single lawsuit (with multiple named plaintiffs) would be impracticable, as required by Rule 23(a). Anderson did not identify any difficulty in locating or contacting potential class members; the class lacked the geographical spread that might render joinder impracticable. Prevailing under the Act allows a plaintiff to recover attorneys’ fees and costs, offsetting some of the disincentive created by the small damages available. The numerosity requirement focuses on whether joinder would be impracticable, not whether each potential class member could bring a separate lawsuit. View "Anderson v. Weinert Enterprises Inc." on Justia Law