Justia Civil Procedure Opinion Summaries

Plaintiff is the former Vice President of Program and Community of the Eugene and Agnes E. Meyer Foundation. She received largely positive feedback during her tenure, but less than two years after she was hired, the CEO of the Foundation fired her for purported interpersonal and communication-related issues. Plaintiff, who is African-American, believes these stated reasons were pretext to mask discriminatory animus. Plaintiff and the Foundation signed a severance agreement, under which Plaintiff agreed to release employment-related claims against the Foundation and its employees, and which contained a mutual non-disparagement clause. But roughly a month after Plaintiff was fired, the CEO told another leader in the non-profit space that Plaintiff was let go because she was “toxic,” created a “negative environment.” Plaintiff sued the Foundation and its CEO for breaching the severance agreement, for doing so in a racially discriminatory manner in violation of 42 U.S.C. Section 1981, and for defaming her. The district court dismissed all three claims.   The DC Circuit held that the district court erred in dismissing all three claims. As to Plaintiff’s breach of contract claim, the non-disparagement clause could reasonably be interpreted to preclude the Foundation from disparaging Plaintiff, and dismissal under Federal Rule of Civil Procedure 12(b)(6) is therefore inappropriate. As to her Section 1981 claim, the court found that she has plausibly alleged a prima facie case that the Foundation, through the CEO, breached the severance agreement due to racial animus. And lastly, the CEO’s statements are not protected by the common interest privilege, which requires a showing of good faith on the part of the speaker. View "Terri Wright v. Eugene & Agnes E. Meyer Foundation" on Justia Law

In this labor dispute, Petitioner, the employer, filed a statement of disqualification seeking to remove the trial judge based on comments made during oral argument. However, Petitioner waited one year after the judge's comments to file the statement. The trial court determined that Petitioner waived the right to file a statement of disqualification.Finding the order striking Petitioner's statement of disqualification was flawed in several respects, the Fifth Appellate District vacated the trial court's order and provided the judge three days from the date the statement of disqualification is reinstated to respond before being deemed to have consented to disqualification by operation of time. View "North American Title Company v. Super. Ct." on Justia Law

Consolidated appeals stemmed from an employment dispute between Dr. Margot G. Potter and her former employer, Women's Care Specialists, P.C. ("Women's Care"), and out of a dispute between Potter and three Women's Care employees: Dr. Karla Kennedy, Dr. Elizabeth Barron, and Beth Ann Dorsett ("the WC employees"). In case no. CV-21-903797, Potter alleged claims of defamation, tortious interference with a business relationship, and breach of contract against Women's Care. In case no. CV-21-903798, Potter alleged claims of defamation and tortious interference with a business relationship against the WC employees. After the trial court consolidated the cases, Women's Care and the WC employees filed motions to compel arbitration on the basis that Potter's claims were within the scope of the arbitration provision in Potter's employment agreement with Women's Care and that the arbitration provision governed their disputes even though Potter was no longer a Women's Care employee. The trial court entered an order denying those motions. Women's Care and the WC employees separately appealed; the Alabama Supreme Court consolidated the appeals. In appeal no. SC-2022-0706, the Supreme Court held that Potter's breach of-contract claim and her tort claims against Women's Care were subject to arbitration. The Court therefore reversed the trial court's order denying Women's Care's motion to compel arbitration. In appeal no. SC-2022-0707, the Supreme Court held that Potter's tort claims against the WC employees were subject to arbitration. The Court therefore reversed the trial court's order denying their motion to compel arbitration, and remanded both cases for further proceedings. View "Women's Care Specialists, P.C. v. Potter" on Justia Law

Midsouth Paving, Inc. ("Midsouth"), and Christopher Nivert petitioned the Alabama Supreme Court for a writ of mandamus directing the Tallapoosa Circuit Court ("the trial court") to enter a summary judgment in their favor in an action commenced against them by Yvonne Mason. Mason worked for PeopleReady, a temporary staffing agency, at Midsouth jobsites. PeopleReady initially provided Mason with a hard hat, sunblock, water, and a vest with "Midsouth" printed on it, and Mason kept those items in her automobile. At the job site, Midsouth employees directed and supervised Mason's job duties. Mason was working at a Midsouth job site when Nivert unintentionally drove his pilot vehicle into Mason while he was making a three-point turn. Mason's leg was severely injured, and she received multiple surgeries and remained in a hospital and then a rehabilitation facility for over a month. PeopleReady began paying workers' compensation benefits to Mason after the accident and also paid or her continued medical care. Pursuant to the labor-supply agreement, Midsouth was an insured alternate employer under PeopleReady's workers' compensation insurance policy. Mason also filed the underlying lawsuit alleging claims of negligence; wantonness; negligent hiring, training, and supervision; and negligence per se. Midsouth's motion for summary judgment was denied, leading to the mandamus relief requested in this case. After careful consideration, the Supreme Court found Mason's claims against Midsouth and Nivert were barred by § 25-5-11, § 25-5-52, and § 25-5-53, Ala. Code 1975, of the Alabama Workers' Compensation Act ("the Act"), § 25-5-1 et seq., Ala. Code 1975. Accordingly, the Supreme Court granted the petition and directed the trial court to enter a summary judgment in favor of Midsouth and Nivert. View "Ex parte Midsouth Paving, Inc., et al." on Justia Law

The named plaintiffs, former home-health aides, sued A&L under the Fair Labor Standards Act (FLSA), claiming that A&L had paid them less than the correct overtime rate and under-reimbursed their expenses. Plaintiffs may bring such claims on behalf of other “similarly situated” employees. 29 U.S.C. 216(b). The plaintiffs sought to facilitate notice of their action to three groups of other employees who had worked for A&L. The court adopted a two-step procedure under which it would facilitate such notice following “conditional certification,” which required a “modest factual showing” that the other employees are “similarly situated” to the original plaintiffs. When merits discovery is complete, the court must grant “final certification” for the case to proceed as a collective action. The court applied that “fairly lenient” standard, and “conditionally certified” two groups for receiving notice. The court declined to facilitate notice to employees who had left A&L more than two years before or who had signed a “valid arbitration agreement” with A&L.On interlocutory appeal, the Sixth Circuit rejected the lenient standard, vacated the notice determination, and remanded for redetermination of that issue under the strong-likelihood standard. The court noted that the decision to send notice of an FLSA suit to other employees is often dispositive, in the sense of forcing a settlement. As a practical matter, it is not possible to conclusively make “similarly situated” determinations as to employees who are not present in the case. View "Clark v. A&L Homecare & Training Center, LLC" on Justia Law

Plaintiff sued her former employer Xceed Financial Credit Union (Xceed) for wrongful termination and age discrimination in violation of the Fair Employment and Housing Act (FEHA). The case was submitted to binding arbitration pursuant to the stipulation of the parties. The arbitrator granted summary judgment in favor of Xceed on the ground Plaintiff’s claims were barred by a release in her separation agreement. The arbitrator rejected Plaintiff’s assertion that the release violated Civil Code section 1668, which prohibits pre-dispute releases of liability in some circumstances. Plaintiff moved to vacate the arbitration award, arguing the arbitrator exceeded his powers by enforcing an illegal release. The trial court denied the motion to vacate and entered judgment confirming the arbitration award.   The Second Appellate District affirmed. The court held that the arbitrator’s ruling for clear error. The arbitrator correctly ruled the release did not violate Civil Code section 1668. Plaintiff signed the separation agreement after she was informed of the decision to terminate her but before her last day on the job. At the time she signed, she already believed that the decision to terminate her was based on age discrimination and that she had a valid claim for wrongful termination. The alleged violation of FEHA had already occurred, even though the claim had not yet fully accrued. Accordingly, the release did not violate section 1668 because it was not a release of liability for future unknown claims. View "Castelo v. Xceed Financial Credit Union" on Justia Law

The North Carolina Occupational Safety and Health Hazard Association (“NC OSHA”) issued several itemized citations to Industrial Services Group (“ISG”) following the on-site deaths of two ISG employees. Soon thereafter, ISG filed for declaratory and injunctive relief against two North Carolina state officials, Josh Dobson, the North Carolina Commissioner of Labor and acting Chief Administrative Officer for the North Carolina Department of Labor (“NCDOL”), and Kevin Beauregard, the Director of NCDOL’s Occupational Safety and Health Division, (collectively “Defendants”). ISG alleged that the issued citations were unlawful because they stemmed from North Carolina’s occupational health and safety plan, which in their view, violates 29 U.S.C. Section 657(h) of the federal Occupational Safety and Health Act (“OSH Act”). The district court denied Defendants’ motions to dismiss and for judgment on pleadings, holding that they were not entitled to Eleventh Amendment sovereign immunity because ISG’s claims satisfied the Ex Parte Young exception.   The Fourth Circuit affirmed the district court’s decision to deny Defendants Eleventh Amendment immunity and decline to exercise pendent appellate jurisdiction over Defendants’ newly-raised claims. Here, ISG’s Complaint alleges that the NC State Plan has and continues to violate the OSH Act. It also claims that Dobson and Beauregard, who in their official capacities are responsible for overseeing NCDOL’s implementation of the NC State Plan and its conformity with federal law, are accountable for the unlawful employee evaluation practices. Relying on that, the Complaint does not seek action by North Carolina but rather by the named Defendants who are at the helm of the NC State Plan’s operation. Thus, the individuals were properly named as such in this suit. View "Industrial Services Group, Inc. v. Josh Dobson" on Justia Law

Plaintiffs were employees of VMSB’s restaurant. They argue that VMSB failed to meet its minimum wage and overtime pay obligations under the Fair Labor Standards Act and comparable Florida laws. Plaintiffs’ complaint alleged three counts, and both sides filed cross-motions for summary judgment. Plaintiffs moved the district court to approve the settlement and to “direct the clerk to dismiss Count III” with prejudice. The district court ultimately adopted the magistrate judge’s report and recommendation and entered judgment for VMSB on Counts I and II. Plaintiffs filed a notice of appeal regarding Counts I and II.   The Eleventh Circuit dismissed the appeal. The court explained that Federal Rule of Civil Procedure 41(a)(2) provides only for the dismissal of an entire action. Any attempt to use this rule to dismiss a single claim, or anything less than the entire action, will be invalid—just like it would be under Rule 41(a)(1). Because the parties here attempted to use Rule 41(a) to dismiss a single count and not an entire lawsuit, a final judgment was never rendered. Accordingly, the court found that it lacks jurisdiction to hear this appeal. View "Israel Rosell, et al. v. VMSB, LLC" on Justia Law

Plaintiff is a former employee of appellant Cambrian Homecare. When she was hired, Plaintiff signed a written arbitration agreement. Plaintiff brought wage-and-hour claims against Cambrian. Cambrian petitioned for arbitration. The trial court denied the petition. The trial court found that even if the parties had formed an arbitration agreement, the agreement had unconscionable terms, terms that so permeated the agreement they could not be severed.   The Second Appellate District affirmed. The court held that the agreement, read together—as it must be—with other contracts signed as part of Plaintiff’s hiring, contained unconscionable terms. The trial court had discretion to not sever the unconscionable terms and to refuse to enforce the agreement.   The court explained that it has no difficulty concluding that the Arbitration Agreement and the Confidentiality Agreement should be read together. They were executed on the same day. They were both separate aspects of a single primary transaction—Plaintiff’s hiring. They both governed, ultimately, the same issue—how to resolve disputes arising between Plaintiff and Cambrian arising from Alberto’s employment. Failing to read them together artificially segments the parties’ contractual relationship. Treating them separately fails to account for the overall dispute resolution process the parties agreed upon. So, unconscionability in the Confidentiality Agreement can and does affect whether the Arbitration Agreement is also unconscionable. View "Alberto v. Cambrian Homecare" on Justia Law

In 2019, Susan Christie filed suit against Wayne State University, asserting age and disability discrimination under the Elliott-Larsen Civil Rights Act (the ELCRA); and the Persons with Disabilities Civil Rights Act (the PWDCRA). Christie took a medical leave of absence in February 2017 and returned to work on May 1, 2017. Plaintiff alleged that after her return to work, her supervisors questioned her about her age, asked her when she intended to retire, and had conversations with others in her presence regarding the ages of employees. Plaintiff received a negative job-performance review on September 22, 2017, allegedly the first negative review she had ever received, and defendant terminated her from her job on November 27, 2017. Defendant moved for summary judgment, arguing that MCL 600.6431(1) of the Court of Claims Act (the COCA), required plaintiff to file either a verified complaint with the Court of Claims or notice of intent to file suit with the Court of Claims within one year of the accrual of her claim; defendant maintained plaintiff’s claim was barred by governmental immunity because she failed to do either. The court denied the motion, concluding that MCL 600.6431(1) did not preclude plaintiff from filing her claim in the circuit court because the COCA notice requirements only applied to claims litigated in the Court of Claims. Defendant appealed that decision to the Court of Appeals. While the Court of Appeals ultimately concluded that it lacked jurisdiction to hear the appeal as a matter of right, it treated the appeal as though leave had been granted and affirmed the trial court’s order in an unpublished per curiam opinion. The Michigan Supreme Court reversed, finding the trial court erred by denying defendant’s motion for summary judgment. View "Christie v. Wayne State University" on Justia Law