Justia Civil Procedure Opinion Summaries

The case revolves around the procedural interplay between two Mississippi statutes—the Mississippi Tort Claims Act (MTCA) and the Mississippi Whistleblower Protection Act (MWPA). Mark Johnson, the plaintiff, filed a retaliation complaint under the MWPA, alleging that he was fired from his position as general manager of the Clarksdale Public Utilities Authority (CPU) for reporting inefficiency and incompetence. Johnson later added claims for First Amendment retaliation and breach of contract.The district court held that the procedural requirements of the MTCA applied to Johnson’s MWPA claim, and because the court concluded he didn’t comply with them, it dismissed his claim. The district court also concluded that Johnson’s First Amendment retaliation and breach-of-contract claims were time-barred because the three-year statute of limitations for these claims ran after Johnson filed his first complaint but before he amended to add these claims—and neither claim relates back. Johnson appealed.The United States Court of Appeals for the Fifth Circuit was unable to make a reliable Erie guess as to whether the MTCA’s procedural requirements apply to MWPA claims because it lacked clear guidance from Mississippi courts on how the two statutes interrelate. Therefore, the court certified this question to the Supreme Court of Mississippi: When a plaintiff brings a claim against the government and its employees for tortious conduct under the MWPA, is that claim subject to the procedural requirements of the MTCA? View "Johnson v. Miller" on Justia Law

This case involves a dispute between Zhen Feng Lin, a food delivery driver who was severely injured in a car accident, and his employer's insurance company, Hartford Accident and Indemnity Company. After the accident, Lin received a settlement from the at-fault driver's insurance company, and workers' compensation benefits from his employer's insurance carrier, Hartford Fire Insurance Company. Lin later sought additional recovery under his employer's underinsured motorist policy with Hartford Accident.The United States Court of Appeals for the Seventh Circuit affirmed the district court's decision that Lin and Hartford Accident had not entered into a "settlement agreement" as defined by the insurance policy. As a result, the court ruled that the policy limits should be reduced by the amount Lin received in workers' compensation benefits. The court also agreed with the district court that Lin should be credited for the amount he paid to settle the workers' compensation lien.Additionally, the court affirmed the district court's dismissal of Lin's counterclaims for bad faith and breach of contract. The court found no plausible claim supporting the argument that Hartford Accident unreasonably delayed settling Lin's claim. Lin's request for statutory penalties for Hartford Accident's purported delay in handling his claim was also denied.Finally, the court denied both parties' motions for sanctions. Lin's appeal was deemed frivolous in part, but the court exercised its discretion not to impose sanctions. View "Hartford Accident and Indemnity Company v. Lin" on Justia Law

In this case, the Supreme Judicial Court of Massachusetts affirmed the lower court's summary judgment ruling against Jordan's Furniture, Inc. The company had implemented a commissions-based compensation scheme for its sales employees, which the plaintiff class argued failed to comply with the overtime and Sunday pay statutes as outlined in a previous case, Sullivan v. Sleepy's LLC. The court agreed, finding that Jordan's failed to provide separate and additional payments for overtime and Sundays, thereby violating the statutes. Furthermore, the court ruled that the Sunday pay statute can be enforced under the Wage Act's private right of action, as Sunday pay constitutes "wages earned" under the Wage Act. The court, however, vacated the award of attorney's fees to the plaintiff class and remanded the case to the lower court for recalculation of the award of attorney's fees, due to the lower court's reliance on common fund case law and categorical exclusion of time spent on settlement negotiations and mediation from the lodestar calculation. View "Sutton v. Jordan's Furniture, Inc." on Justia Law

The court case involves Ferrellgas, L.P., which was appealing against an order enforcing a subpoena issued by the Equal Employment Opportunity Commission (EEOC). The subpoena was part of an EEOC investigation into a discrimination charge filed by an employee, alleging that Ferrellgas had engaged in discriminatory hiring, pay, and termination practices.Ferrellgas contended that the subpoena was improperly served, was facially invalid due to procedural errors, was overly broad, and would impose an undue burden. Ferrellgas also argued that the subpoena sought information on hiring practices, which was irrelevant to the specific discrimination charge. The United States Court of Appeals for the Sixth Circuit rejected all of Ferrellgas's arguments.The Court found that the subpoena was served properly, despite Ferrellgas's claims to the contrary. It also ruled that the procedural errors in the subpoena were harmless and did not preclude its enforcement. The Court concluded that the subpoena was not overly broad, as the information sought could shed light on the alleged discriminatory practices. The Court also held that Ferrellgas failed to demonstrate that complying with the subpoena would impose an undue burden.In conclusion, the Court affirmed the district court's order enforcing the EEOC's subpoena, deciding that the lower court did not abuse its discretion in doing so. View "EEOC v. Ferrellgas, L.P." on Justia Law

The plaintiff, Dania Mateo, filed a case against Davidson Media Group Rhode Island Stations, LLC and several of its employees, which included 22 counts alleging violations of Rhode Island's Fair Employment Practices Act (RIFEPA) and Civil Rights Act (RICRA) as well as claims of sexual harassment, civil conspiracy, intentional infliction of emotional distress, negligent infliction of emotional distress, assault and battery, negligence, false imprisonment, defamation, and conspiracy to commit defamation. The case was pending for nearly 14 years.Mateo appealed a Superior Court decision granting partial summary judgment in favor of certain defendants. The defendants cross-appealed, arguing that the hearing justice erred in granting partial final judgment because he failed to make an express determination that there was no just reason for delay, as required by Rule 54(b) of the Superior Court Rules of Civil Procedure.The Supreme Court of Rhode Island found the defendants’ cross-appeal meritorious. The Court ruled that the hearing justice erred in granting partial final judgment because he failed to determine whether the criteria clearly set forth in Rule 54(b) had been satisfied. The Court held that the judgment must be vacated and the case remanded to the Superior Court for further proceedings. As a result, the Court did not reach the issues raised in the plaintiff's appeal. View "Mateo v. Davidson Media Group Rhode Island Stations, LLC" on Justia Law

The appellant, Elinton Gramajo, was a pizza delivery driver for Joe's Pizza on Sunset, Inc. and other defendants, and sued them for Labor Code violations regarding unpaid minimum and overtime wages. After several years of litigation, a jury trial awarded Gramajo $7,659.93. Gramajo then requested attorney fees of $296,920 and costs of $26,932.84 under Labor Code section 1194(a), which allows prevailing employees to recover reasonable litigation costs, including attorney fees. The trial court, however, denied these requests, arguing that Gramajo’s counsel had excessively litigated the case, and that the requested fees and costs were disproportionately high compared to Gramajo’s limited trial success.On appeal, the Court of Appeal of the State of California Second Appellate District Division Eight disagreed with the trial court. The court held that employees who win actions for unpaid minimum and overtime wages are entitled to reasonable litigation costs under Labor Code section 1194(a), regardless of the amount recovered. The court stressed that Gramajo was entitled to his reasonable fees and costs, and remanded the case back to the trial court to determine a reasonable fee and cost award. The court did not express an opinion on the reasonableness of Gramajo’s requests for litigation costs. View "Gramajo v. Joe's Pizza on Sunset, Inc." on Justia Law

In this case, the Supreme Court of the State of Idaho was tasked with answering a certified question of law from the U.S. District Court for the District of Idaho. The question centered on the appropriate point of accrual for wage discrimination claims under the Idaho Human Rights Act (IHRA) and the Idaho Equal Pay Act (IEPA). Plaintiff Lori S. Blasch accused her former employer, HP Inc., of wage discrimination and retaliation under the IHRA and the IEPA.The Idaho Supreme Court held that the one-year limitation period for IHRA claims begins when the pay-setting decision is made and communicated to the employee. As for IEPA claims, the court determined that they are subject to the four-year statute of limitations outlined in Idaho Code section 5-224. Furthermore, the limitation period for IEPA claims begins to run when the employee receives each discriminatory paycheck. The court made these decisions after reviewing the language of the relevant statutes and considering previous court decisions, legislative intent, and public policy. View "Blasch v. HP, Inc." on Justia Law

In the case considered by the United States Court of Appeals for the Fifth Circuit, employee Michael Ashford sued his former employer, Aeroframe Services, and Aviation Technical Services (ATS), alleging unpaid wages and other damages. The case, which began in Louisiana state court and was later removed to federal court, was complicated by numerous claims and counterclaims among the parties, including third-party defendant Roger Allen Porter, who was Aeroframe's sole principal.Initially, Ashford and other employees pursued claims against Aeroframe and ATS, alleging that negotiations between the two companies led to Aeroframe's insolvency and employees' loss of wages. ATS, in turn, cross-claimed against Aeroframe and Porter, alleging financial losses from its failed attempt to acquire Aeroframe. Porter also cross-claimed against ATS, asserting tortious interference and unfair trade practices.The Court of Appeals previously remanded the case to the district court, finding that the parties were not aligned in their interests at the time of the lawsuit's filing, and the district court lacked jurisdiction due to lack of diversity among the parties. Upon reconsideration, however, the district court found new evidence indicating that the interests of Aeroframe, Porter, and the employees were aligned from the inception of the litigation and that an irrevocable settlement agreement between them existed, allowing removal under the relevant law.The Court of Appeals affirmed the district court's ruling, finding that the non-ATS parties' interests were aligned from the litigation's inception. The Court also affirmed the district court's dismissal of all claims against ATS and the individual judgments against Aeroframe in favor of the employees. View "Ashford v. Aviation Technical Svc" on Justia Law

The plaintiff-Appellant, Kristen King, claimed that her employer, Aramark Services Inc., subjected her to a sex-based hostile work environment, discrimination, and retaliation in violation of the New York State Human Rights Law and Title VII of the Civil Rights Act of 1964. The United States District Court for the Western District of New York dismissed King’s claims. However, the United States Court of Appeals for the Second Circuit affirmed the lower court’s decision on the New York State Human Rights Law claims but vacated the decision on the Title VII claims.The Court of Appeals agreed with the lower court that the impact of Aramark’s alleged discriminatory acts were only incidentally felt in New York. Regarding the Title VII hostile work environment claim, the court found that King’s termination was not only a discrete act supporting a distinct claim for damages, but also part of the pattern of discriminatory conduct that comprises her hostile environment claim. The court held that because King’s termination occurred within the limitations period, the continuing violation doctrine rendered King’s hostile work environment claim timely. Therefore, the court affirmed the lower court’s dismissal of King’s New York State Human Rights Law claims but vacated the dismissal of King’s Title VII claims and remanded the case for further proceedings on those claims. View "King v. Aramark Services Inc." on Justia Law

The case involves Janay Garrick, a former instructor at Moody Bible Institute, who alleged sex discrimination and other Title VII violations. Garrick claimed that she was subjected to hostile treatment due to her gender and the Institute's religious beliefs. Moody argued that her suit was barred by Title VII’s religious exemptions and the First Amendment doctrine of church autonomy. The district court denied Moody's motion to dismiss in part, leading to Moody's appeal.However, the United States Court of Appeals for the Seventh Circuit dismissed the appeal for lack of jurisdiction. The court reasoned that it could only review a small class of interlocutory orders under the collateral order doctrine, and Moody's appeal did not fit within this class. The court found that the district court's denial of Moody's motion to dismiss was not conclusive, did not resolve important questions separate from the merits of the case, and would not effectively be unreviewable on appeal from a final judgment.The appellate court also emphasized that Moody's defense, based on the doctrine of church autonomy, was not separate from the merits of Garrick's gender discrimination claims. Furthermore, the court noted that Moody's argument that it would experience irreparable harm without immediate review was unavailing, as the district court could limit discovery to instances of discriminatory treatment not implicated by Moody's religious beliefs. The court concluded that religious autonomy to shape and control doctrine would not be threatened by the further progression of Garrick's lawsuit. View "Garrick v. Moody Bible Institute" on Justia Law