Justia Civil Procedure Opinion Summaries
Articles Posted in Labor & Employment Law
Atkins v. St. Cecilia Catholic School
Plaintiff was a long-term employee of Defendant St. Cecilia Catholic School. In her final year of employment, Defendant worked part-time as an art teacher and office administrator. Following her discharge, Defendant filed this action against St. Cecilia for age discrimination in violation of the California Fair Employment and Housing Act (FEHA) The trial court granted St. Cecilia’s motion for summary judgment on the ground that Plaintiff’s suit was barred by the ministerial exception, a constitutional doctrine that precludes certain employment claims brought against a religious institution by its ministers.
The Second Appellate District reversed the judgment in favor of St. Cecilia and remanded for further proceedings. The court concluded that there are triable issues of material fact as to whether the ministerial exception applies in this case. Further, the court wrote that St. Cecilia did not waive the ministerial exception by failing to assert the defense in its answer. The evidence that Plaintiff promoted “Christ-like” behavior in her class does not establish, as a matter of law, that she performed vital religious duties for St. Cecilia or otherwise qualified as a minister. Because there are triable issues of material fact as to whether the ministerial exception applies to Plaintiff’s former job position as an art teacher and an office administrator, St. Cecilia was not entitled to judgment as a matter of law on Plaintiff’s age discrimination suit. View "Atkins v. St. Cecilia Catholic School" on Justia Law
Dawn Polk v. Amtrak National Railroad Passenger Corporation
Plaintiff, an African American woman, worked as a conductor for Amtrak National Railroad Passenger Corporation (Amtrak). During her employment, she belonged to a division of the Sheet Metal, Air, Rail and Transportation Workers (SMART) union, which maintained a collective bargaining agreement (CBA) with Amtrak. Plaintiff brought the instant lawsuit pro se. She named Amtrak and the company’s director of employee relations as Defendants, along with three other Amtrak colleagues. Plaintiff asserted state-law claims of breach of contract and tort, as well as a federal claim of racial discrimination in violation of Title VII. Defendants moved to dismiss, and Plaintiff moved for summary judgment as well as for leave to amend her complaint. The district court granted Defendants’ motion and denied Plaintiff’s two motions. The district court held that Plaintiff’s claims were subject to arbitration under the Railway Labor Act (RLA).
The Fourth Circuit affirmed. The court explained that it declines to unwind a statutory scheme without a clear congressional directive to do so. Plaintiff argued that at least her particular claim is not a minor dispute. The mere fact that Plaintiff’s claim arises under Title VII does not disqualify that claim from being a minor dispute within the RLA’s ambit. The thrust of Plaintiff’s Title VII claim is that Amtrak deviated from its policies when dealing with her. While Plaintiff’s allegations as to her own treatment are factual, those concerning Amtrak’s policies directly implicate the relevant CBA between Plaintiff’s union, SMART, and Amtrak. That some of Plaintiff’s interpretive disagreements concern the Drug-Free Program does not alter the character of her claim. View "Dawn Polk v. Amtrak National Railroad Passenger Corporation" on Justia Law
Elliot Dickson v. Fidelity and Deposit Company
Plaintiff was a subcontractor for Forney Enterprises, a contractor working for the Pentagon. Forney Enterprises was bonded through the Fidelity and Deposit Company of Maryland. Plaintiff worked as a project manager for Forney Enterprises, supervising others who engaged in manual labor. After Forney Enterprises’ work at the Pentagon was terminated, Plaintiff sued Fidelity to recover the value of the work he had not been paid for. The district court found that his supervisory work did not qualify as “labor” and granted summary judgment for Fidelity.
The Fourth Circuit affirmed. The court explained that Under the Miller Act, contractors hired to work on government projects are required to furnish bonds to pay those who provided labor and were not paid as a result of a dispute. But not all work on a government project qualifies as “labor” under the Miller Act. And even when the work qualifies as labor, to claim his piece of the bond, a laborer must sue within one year of completing the labor to recover. Here, the court found that much of Plaintiff’s work was “labor,” the only work he performed within one year of filing suit, a materials inventory, was not “labor.” And no circumstances warrant estopping Fidelity from asserting the statute of limitations. View "Elliot Dickson v. Fidelity and Deposit Company" on Justia Law
United Natural Foods v. NLRB
After the Acting General Counsel of the National Labor Relations Board withdrew an unfair labor practice complaint that his predecessor had issued against a union, the aggrieved employer requested permission to appeal the complaint’s withdrawal to the Board. The Board denied the request, concluding that the Acting General Counsel’s decision was an unreviewable act of prosecutorial discretion. The employer then petitioned the Fifth Circuit for review of the Board’s order.
The Fifth Circuit denied the petition. The court concluded that it has jurisdiction over the petition for review, that Acting General Counsel’s designation was valid and that the Board permissibly determined that Acting General Counsel had discretion to withdraw the complaint against the Unions. The court explained that the Board’s own conclusion that the General Counsel has the discretion to withdraw unfair labor practice complaints in cases where a motion for summary judgment has been filed but no hearing has occurred, and the Board has neither issued a Notice to Show Cause nor transferred the case to itself fits squarely within the holding of UFCW. As such, it is a permissible interpretation of the National Labor Relations Act (“NLRA”) View "United Natural Foods v. NLRB" on Justia Law
Flickinger v. King
Birmingham attorney Daniel Flickinger posted a message on his personal Facebook social-media page in which he appeared to reference the death George Floyd, which occurred while Floyd was being arrested and was recorded. The social-media post, along with an allegedly "counterfeit" social-media "profile," was later shared with Flickinger's supervising attorney at his law firm by Lawrence Tracy King, an attorney with the Birmingham law firm of King Simmons Ford & Spree, P.C. Shortly thereafter, Flickinger was forced to resign. Flickinger's post was also shared by members of a "private" Facebook group, who then posted a series of offensive comments about him both personally and professionally. Flickinger sued King and the King law firm asserting claims of defamation, invasion of privacy, and tortious interference with a business relationship. The King defendants filed a motion to dismiss Flickinger's claims pursuant to Rule 12(b)(6), Ala. R. Civ. P., and the circuit court granted the motion. After review, the Alabama Supreme Court affirmed the trial court's judgment insofar as it dismissed Flickinger's defamation and invasion-of-privacy claims. However, the Court reversed the trial court's judgment insofar as it dismissed Flickinger's tortious-interference claim, and remanded the case for further proceedings. View "Flickinger v. King" on Justia Law
SAIF v. Coria
Claimant Hipolito Coria sought review of the Court of Appeals’ decision reversing a penalty that the Workers’ Compensation Board imposed on respondent SAIF for unreasonable claims processing. The board imposed the penalty pursuant to ORS 656.262(11)(a), which provides, in part, that, if an “insurer . . . unreasonably refuses to pay compensation,” the insurer “shall be liable for an additional amount up to 25 percent of the amounts then due,” plus penalty-related attorney fees. On review, the parties disagreed about the board’s reason for imposing the penalty. They also disagreed about many of the procedural and substantive legal requirements for imposing penalties pursuant to ORS 656.262(11)(a). The Oregon Supreme Court concluded the board’s imposition of the penalty was not supported by substantial reason because the board’s order failed to “articulate a rational connection between the facts and the legal conclusions it draws from them.” Consequently, the Court reversed and remanded the case to the board to explain its reasoning; necessarily, the Court did not reach the parties’ arguments about the legal requirements for imposing penalties pursuant to ORS 656.262(11)(a). View "SAIF v. Coria" on Justia Law
DRICKEY JACKSON V. AMZN
Plaintiff sought to represent a class of individuals, known as Amazon Flex drivers, claiming damages and injunctive relief for alleged privacy violations by Amazon.com, Inc. (“Amazon”). Plaintiff contended that Amazon monitored and wiretapped the drivers’ conversations when they communicated during off hours in closed Facebook groups. The district court denied Amazon’s motion to compel arbitration, holding that the dispute did not fall within the scope of the applicable arbitration clause in a 2016 Terms of Service Agreement (“2016 TOS”). Amazon appealed, arguing that the district court should have applied the broader arbitration clause in a 2019 Terms of Service Agreement (“2019 TOS”) and that even if the arbitration clause in the 2016 TOS applied, this dispute fell within its scope.
The Ninth Circuit affirmed the district court’s order denying Amazon’s motion to compel arbitration. Under California law and principles of contract law, the burden is on Amazon, as the party seeking arbitration, to show that it provided notice of a new TOS and that there was mutual assent to the contractual agreement to arbitrate. The panel held that there was no evidence that the email allegedly sent to drivers adequately notified drivers of the update. The district court, therefore, correctly held that the arbitration provision in the 2016 TOS still governed the parties’ relationship. The panel concluded that because Amazon’s alleged misconduct existed independently of the contract and therefore fell outside the scope of the arbitration provision in the 2016 TOS, the district court correctly denied Amazon’s motion to compel arbitration. View "DRICKEY JACKSON V. AMZN" on Justia Law
Franczyk v. Home Depot, et al.
Plaintiff-Respondent Lindsay Franczyk, was working at a Home Depot store when a customer’s dog bit her. Franczyk reported the bite promptly to her supervisors, Philip Rogers and Thomas Mason (collectively with Home Depot, “Defendants”). Franczyk later was diagnosed with cubital tunnel syndrome, which required surgical repair. Franczyk claimed and received Workers’ Compensation Act ("WCA") benefits. Franczyk sued Defendants. In her relevant claim, Franczyk asserts that Defendants failed to investigate the incident sufficiently, and that they negligently allowed the dog owner and witnesses to leave without obtaining identifying information. She contended these acts and omissions denied her the opportunity to file a third-party suit against the dog owner. After the pleading and discovery phases of the litigation concluded, Defendants filed a motion for summary judgment, claiming immunity under the WCA’s exclusivity provision. The trial court recognized a novel exception and denied the employer’s motion for summary judgment. The Superior Court affirmed the trial court’s decision. However, the Pennsylvania Supreme Court disagreed: "the exception proffered by the lower courts cannot be reconciled with the Act’s design, purpose, or plain language." Thus, judgment was reversed. View "Franczyk v. Home Depot, et al." on Justia Law
Summer Lashley v. Spartanburg Methodist College
Plaintiff signed a one-year contract to teach criminal justice courses at Spartanburg Methodist College (SMC). Less than a year later, SMC decided not to renew Plaintiff’s contract and terminated her shortly thereafter. Plaintiff brought a mix of state and federal law claims against SMC, essentially arguing that her contract nonrenewal and termination were unlawful. The district court granted summary judgment in favor of SMC on all federal claims and declined to exercise supplemental jurisdiction over the state law claims. Plaintiff appealed. Under the Americans with Disabilities Act (ADA), Plaintiff accused SMC of discrimination, retaliation, and engaging in an unlawful health inquiry. Under Title IX of the Education Amendments Act of 1972 (Title IX), she accused SMC of retaliation.
The Fourth Circuit affirmed. The court explained that in analyzing the case, it becomes clear that Plaintiff’s retaliation claims cannot succeed. SMC offers nonretaliatory reasons for not renewing Plaintiff’s contract and terminating her employment, and she is unable to demonstrate that SMC’s reasons are pretextual. Further, the court explained that Plaintiff’s claim of pretext is undermined by the fact that the primary decision-makers at SMC were not aware of Plaintiff’s ADA or Title IX-protected activity. Second, any notion of pretext is further dispelled by the fact that SMC’s explanations have been consistent throughout. Moreover, the court explained that Plaintiff cannot show that SMC refused to make an accommodation because she cannot show that she ever properly requested one. Her failure-to-accommodate claim fails for this reason. View "Summer Lashley v. Spartanburg Methodist College" on Justia Law
Schlumberger Technology Corp. v. Travelers Indemnity Co. of America
Erasmo Paredes sustained an on-the-job injury in late 2019. He continued working for his employer, Schlumberger Technology Corp., until January 30, 2020. His employer's insurance carrier, Travelers Indemnity Company of America, provided voluntary medical treatment to Paredes from January 3, 2020, through February 14, 2020. Paredes's CC-Form 3 Claim for Compensation was filed on December 3, 2020, alleging an injury date of December 29, 2019. This claim was filed ten months after Paredes's last medical treatment, but within one year from the date of his injury. Travelers's counsel entered an appearance in the Workers' Compensation case on December 22, 2020. On February 18, 2021, the affidavit of Travelers's claims handler was filed with attachments indicating Travelers provided medical treatment to Paredes in the total amount of $1,371.47. No disability benefits were paid. On the same date, counsel for Travelers filed the CC-Form 10 Answer and Notice of Contested Issues on behalf of Schlumberger raising the defense of statute of limitations pursuant to Section 69(A)(1) of Title 85 A. 1 Schlumberger also denied compensable injuries, alleged pre-existing conditions pursuant to 85A O.S. Supp. 2019, § 2(9)(b)(6), and denied benefits. An ALJ issued an order that was filed on May 13, 2021, concluding that Paredes's claim was not barred by Section 69(A)(1). Schlumberger appealed to the Workers' Compensation Commission ("Commission"), and the parties filed written arguments. Oral argument before the Commission was held on January 14, 2022. The Commission, sitting en banc, affirmed the Decision of the ALJ by order filed January 18, 2022. Schlumberger appealed to the Oklahoma Supreme Court seeking review of the Commission's interpretation of 85A O.S. Supp. 2019, § 69(A)(1). Finding no error in the Commission's interpretation, the Supreme Court affirmed. View "Schlumberger Technology Corp. v. Travelers Indemnity Co. of America" on Justia Law