Justia Civil Procedure Opinion Summaries

Regina M. Thornton was employed by Ipsen Biopharmaceuticals, Inc. as Associate Director - Patient Safety. In September 2021, Ipsen required employees to receive COVID-19 vaccinations. Thornton requested a religious exemption, which Ipsen denied. After she did not comply with the vaccination requirement, Ipsen terminated her employment. Thornton sued Ipsen in the Superior Court of Massachusetts, alleging violations of Title VII, Massachusetts law (Chapter 151B), the Fourteenth Amendment, and the Massachusetts Declaration of Rights (MDR). Ipsen removed the case to the United States District Court for the District of Massachusetts and moved to dismiss all counts. The Magistrate Judge granted Ipsen's motion, dismissing Thornton's complaint. Thornton appealed.The United States District Court for the District of Massachusetts dismissed Thornton's complaint, finding that she failed to state a plausible claim of religious discrimination under Title VII or Chapter 151B. The court concluded that Thornton did not adequately state her religious beliefs or how they related to vaccines. The court also found that Thornton's federal constitutional claims failed because Ipsen was not a state actor, and her MDR claims failed because the MDR does not provide a private right of action.The United States Court of Appeals for the First Circuit reviewed the case. The court reversed the Magistrate Judge's dismissal of Thornton's religious discrimination claims under Title VII and Chapter 151B, finding that she had plausibly alleged that her religious beliefs conflicted with the vaccination requirement. However, the court affirmed the dismissal of her federal constitutional claims, as the Fourteenth Amendment does not apply to private actors like Ipsen. The court also affirmed the dismissal of her MDR claims, noting that Thornton had waived any argument that her claim should be reimagined under the Massachusetts Civil Rights Act. View "Thornton v. Ipsen Biopharmaceuticals, Inc." on Justia Law

EMD Sales, Inc. distributes food products in the Washington, D.C. area and employs sales representatives who manage inventory and take orders at grocery stores. Several sales representatives sued EMD, alleging that the company violated the Fair Labor Standards Act (FLSA) by failing to pay them overtime. EMD argued that the sales representatives were outside salesmen and therefore exempt from the FLSA’s overtime-pay requirement.The U.S. District Court for the District of Maryland held a bench trial and found EMD liable for overtime pay because EMD did not prove by clear and convincing evidence that its sales representatives were outside salesmen. The court ordered EMD to pay overtime wages and liquidated damages. EMD appealed, arguing that the District Court should have used the preponderance-of-the-evidence standard instead of the clear-and-convincing-evidence standard. The U.S. Court of Appeals for the Fourth Circuit affirmed the District Court’s judgment, adhering to Circuit precedent that required employers to prove FLSA exemptions by clear and convincing evidence.The Supreme Court of the United States reviewed the case and held that the preponderance-of-the-evidence standard applies when an employer seeks to demonstrate that an employee is exempt from the minimum-wage and overtime-pay provisions of the FLSA. The Court reasoned that the FLSA does not specify a standard of proof for exemptions, and in the absence of such specification, the default preponderance standard should apply. The Court reversed the Fourth Circuit’s judgment and remanded the case for further proceedings consistent with this opinion. View "E.M.D. Sales, Inc. v. Carrera" on Justia Law

Michael Gifford, a beneficiary of the Operating Engineers 139 Health Benefit Fund, sought reimbursement for out-of-network medical expenses incurred during his treatment for a stroke and subsequent brain aneurysm surgery. The Fund denied the claim, stating the services were not provided in an emergency and were not medically necessary. Gifford's wife, Suzanne, appealed the decision, but the Fund upheld the denial after consulting two independent medical reviewers who concluded the surgery was not an emergency and not medically necessary.The United States District Court for the Eastern District of Wisconsin granted the Fund's motion for summary judgment, agreeing that the Fund's decision was not arbitrary and capricious. The court also granted the Fund's motion for a protective order, limiting discovery to the administrative record. The Estate of Michael Gifford, represented by Suzanne, appealed the decision, arguing that the Fund failed to conduct a full and fair review by not considering a surgical note from Dr. Ahuja, which was not included in the administrative record.The United States Court of Appeals for the Seventh Circuit affirmed the district court's decision. The appellate court held that the Fund's denial of benefits was not arbitrary and capricious, as the Fund reasonably relied on the independent medical reviewers' reports and the administrative record. The court also found that the Fund was not required to seek out additional information not provided by the claimant. Additionally, the court upheld the district court's grant of the protective order, finding no abuse of discretion in limiting discovery to the administrative record. The court concluded that the Fund provided a full and fair review of the claim, and the denial of benefits was reasonable. View "Estate of Gifford v Operating Engineers 139 Health Benefit Fund" on Justia Law

Pamela Pollock sued her supervisor, Michael Kelso, in 2018 for sexual harassment and racial discrimination, alleging that Kelso asked her for sexual intercourse in 2016 and, after she rejected him, promoted less qualified individuals of other races to positions she sought. The trial court initially ruled that Pollock’s suit was time-barred, a decision which was affirmed by the appellate court. However, in 2021, the California Supreme Court reversed this decision, holding that the statute of limitations begins when plaintiffs knew or should have known of the adverse promotion decision, that the defense bears the burden on this issue, and that costs or fees on appeal cannot be awarded to a prevailing defendant without determining the plaintiff’s action was frivolous, unreasonable, or groundless.Following the Supreme Court’s directions, the appellate court remanded the case and ordered costs for Pollock. Pollock then moved for attorney fees in the trial court, which awarded her $493,577.10. Kelso appealed this award. Before the trial date, Kelso and Pollock settled the bulk of their case, with Pollock moving to dismiss her underlying case with prejudice except for the attorney fee award, which Kelso was appealing. The trial court retained jurisdiction regarding the fee award.The California Court of Appeal, Second Appellate District, Division Eight, reviewed the case. The court denied Pollock’s motion to dismiss Kelso’s appeal, affirming that Kelso was appealing from a final collateral order. On the merits, the court affirmed the fee award, holding that the trial court did not abuse its discretion in determining Pollock as the prevailing party and in the amount awarded. The court found that the trial court’s decision was supported by substantial evidence and that the fee award, including the use of a 1.8 multiplier, was reasonable. View "Pollock v. Kelso" on Justia Law

Julian Rodriguez, an hourly machine operator for Lawrence Equipment, Inc., filed a class action lawsuit in December 2015 alleging various wage-and-hour violations under the California Labor Code. Rodriguez claimed that Lawrence failed to pay for all hours worked, provide adequate meal and rest breaks, issue accurate wage statements, and pay final wages timely. In July 2014, Rodriguez had signed an arbitration agreement with Lawrence, which led to the arbitration of his non-PAGA claims. The arbitrator ruled in favor of Lawrence, finding that Rodriguez failed to prove any of the alleged Labor Code violations.The Superior Court of Los Angeles County confirmed the arbitration award and entered judgment in favor of Lawrence. Rodriguez appealed the judgment, but it was affirmed by the Court of Appeal. Subsequently, Lawrence moved for judgment on the pleadings, arguing that Rodriguez's remaining PAGA claim was barred by issue preclusion because the arbitrator had already determined that no Labor Code violations occurred. The trial court initially denied the motion but later granted it after the U.S. Supreme Court's decision in Viking River Cruises, Inc. v. Moriana, which influenced the court's interpretation of PAGA standing.The Court of Appeal of the State of California, Second Appellate District, Division Three, reviewed the case and affirmed the trial court's judgment. The appellate court held that the arbitrator's findings precluded Rodriguez from establishing standing as an aggrieved employee under PAGA. The court concluded that issue preclusion applied because the arbitrator's decision was final, the issues were identical, actually litigated, and necessarily decided, and the parties were the same. Consequently, Rodriguez lacked standing to pursue the PAGA claim, and the judgment of dismissal was affirmed. View "Rodriguez v. Lawrence Equipment, Inc." on Justia Law

Marlon Quesada, a deputy sheriff with the Los Angeles County Sheriff's Department, was not promoted to sergeant despite taking the sergeant's examination in 2017 and 2019, scoring in band two and band one respectively. Quesada had a mixed employment record, including two suspensions for misconduct and a 2015 investigation that was terminated due to the statute of limitations. Quesada claimed the Department improperly considered this time-barred investigation during the promotion process.The Los Angeles County Superior Court denied Quesada's petition for a writ of mandate, which sought to compel the Department to promote him and provide back pay and other damages. The trial court rejected Quesada's argument for a burden-shifting approach and found that Quesada did not establish that the Department's decision was illegal.The California Court of Appeal, Second Appellate District, reviewed the case. Quesada argued that the trial court should have applied a burden-shifting approach similar to that used in discrimination cases under McDonnell Douglas Corp. v. Green. The appellate court declined to adopt this approach, noting that Quesada's case did not involve discrimination based on race or membership in a historically oppressed group. The court emphasized that the standard approach to civil litigation, where the plaintiff bears the burden of proof, was appropriate.The appellate court also found substantial evidence supporting the Department's decision not to promote Quesada, citing his mediocre performance evaluations and past misconduct. The court affirmed the trial court's judgment, concluding that Quesada's policy arguments did not justify a departure from the standard legal approach. View "Quesada v. County of L.A." on Justia Law

Joe David Hudson was injured while working for Joplin Regional Stockyards, Inc. (JRS) in 2002. In 2005, Hudson, JRS, and JRS' insurer, Star Insurance Company, entered into a settlement agreement where Hudson received an $80,000 lump sum. The settlement left future medical expenses for Hudson's left ankle open. In 2011, Hudson had a below-the-knee amputation, which Star refused to cover. Hudson filed the settlement in circuit court in 2013, and the court rendered judgment in accordance with the settlement. Hudson later filed an equitable garnishment action, leading Star to pay $92,000 for his medical bills. In 2015, Star agreed to reimburse Hudson up to $610,311.75 for future medical expenses. In 2016, Hudson and JRS entered into a subordination agreement, acknowledging all payments due under the judgment had been received.In 2022, Hudson filed a motion to revive the judgment, which JRS opposed, arguing the judgment had been satisfied and the Division of Workers' Compensation had not determined the future medical care provision. JRS also filed a motion for relief from the judgment, claiming it was void due to lack of due process. The Circuit Court of Jasper County sustained Hudson's motion to revive the judgment and overruled JRS' motion for relief.The Supreme Court of Missouri reviewed the case and determined that JRS had standing to appeal. The court found that the circuit court erred in reviving the judgment because JRS had satisfied the judgment by paying the $80,000 lump sum. The court reversed the circuit court's order sustaining Hudson's motion to revive the judgment and overruled Hudson's motion to revive the judgment. Hudson's motion for damages for a frivolous appeal was also overruled. View "Hudson v. Joplin Regional Stockyards, Inc." on Justia Law

A dental hygienist brought claims for sex discrimination, retaliation, and negligence against her former employer and supervisors. She alleged that her supervisor made repeated sexual advances and harassed her throughout her employment. The United States District Court for the Southern District of New York granted summary judgment in favor of the defendants on the retaliation claims and allowed the other claims to proceed to trial. A jury awarded the plaintiff $575,000 in emotional distress damages and $2 million in punitive damages. However, the district court granted a motion for a new trial, finding the damages excessive and indicative of unfair prejudice. In the second trial, the court precluded certain evidence, and the jury awarded the plaintiff only $1 in nominal damages.The plaintiff appealed the district court’s summary judgment ruling, the order granting a new trial, and the evidentiary rulings. The United States Court of Appeals for the Second Circuit reviewed the case. The court affirmed the district court’s summary judgment on the retaliation claims, agreeing that the plaintiff did not engage in protected activity as required for such claims. The court also upheld the district court’s decision to grant a new trial, finding no abuse of discretion in the determination that the jury’s damages award was excessive and indicative of prejudice. Additionally, the court affirmed the district court’s evidentiary rulings, including the exclusion of the plaintiff’s psychiatric records, portions of a coworker’s deposition testimony, and an anonymous fax.The Second Circuit concluded that the district court did not err in any of its challenged rulings and affirmed the judgment of the district court. View "Qorrolli v. Metropolitan Dental Associates" on Justia Law

Krista Dittus sued her former employer, Black Hills Care and Rehabilitation Center, LLC, and the company that took over its operations, RC North SD Skilled Nursing Facility, LLC d/b/a Avantara North, alleging wrongful termination in retaliation for filing a workers' compensation claim. Avantara denied the allegations, asserting it had no employment relationship with Dittus at the time of her termination. Black Hills Care did not respond or appear in the case.The Circuit Court of the Seventh Judicial Circuit, Pennington County, South Dakota, granted summary judgment in favor of Avantara after striking Dittus's untimely response to the motion for summary judgment. The court found no genuine issues of material fact and ruled that Avantara was entitled to judgment as a matter of law. Written orders were entered, and Avantara's counsel served notice of entry of the orders on Dittus's counsel via the court's electronic filing system on September 15, 2023. Dittus's counsel filed a notice of appeal and a civil case docketing statement through the same system on October 13, 2023, but only the docketing statement was served on Avantara's counsel.The Supreme Court of the State of South Dakota reviewed the case and determined that it lacked appellate jurisdiction due to Dittus's failure to serve the notice of appeal on Avantara's counsel as required by SDCL 15-26A-4. The court emphasized that both timely filing and service of the notice of appeal are mandatory jurisdictional requirements. Consequently, the appeal was dismissed. View "Dittus v. Black Hills Care & Rehab and Avantara" on Justia Law

Terry Hall worked for BPM Lumber, LLC, and was terminated in 2015 after failing a drug test. In 2018, Hall filed a claim for permanent occupational disability benefits, alleging various health issues due to exposure to a mixture of hydraulic fluid and diesel fuel at work. The Administrative Law Judge (ALJ) dismissed Hall's claim, finding that the medical evidence did not support the work-relatedness of his conditions.Hall appealed to the Workers’ Compensation Board, which affirmed the ALJ's decision in part, vacated in part, and remanded for further explanation regarding the rejection of the University Evaluator’s report on Hall’s respiratory impairment. The ALJ provided additional findings on remand, again dismissing Hall's claims. Hall appealed to the Board, which affirmed the ALJ's decision. Hall then sought review from the Court of Appeals.The Court of Appeals held that the Board’s initial July 22, 2022, Order was final and appealable, precluding Hall from raising certain issues again. The court affirmed the Board’s decision on the merits of the remaining issues.The Supreme Court of Kentucky reviewed the case and affirmed the Court of Appeals' decision. The court held that the Board’s July 22, 2022, Order was final and appealable, and Hall’s failure to appeal that order immediately precluded him from raising those issues in a subsequent appeal. The court also noted that the workers’ compensation process does not require exhaustion of all administrative remedies before seeking judicial review. View "HALL V. BPM LUMBER, LLC" on Justia Law