Justia Civil Procedure Opinion Summaries
Articles Posted in Labor & Employment Law
Wright v. Portercare Adventist
Plaintiff-appellant Stacey Wright worked as the charge nurse in the cardiac catheterization lab at Castle Rock Adventist Hospital (“Castle Rock”), a unit of the Portercare Adventist Health System (“Portercare”). After she was denied a transfer within Portercare and was terminated from her position at Castle Rock, Wright brought Title VII claims for discrimination and retaliation. The district court granted Portercare summary judgment, concluding it advanced legitimate, nondiscriminatory reasons for its employment decisions and Wright failed to adduce evidence supporting a finding of pretext. Finding no reversible error, the Tenth Circuit Court of Appeals affirmed the district court. View "Wright v. Portercare Adventist" on Justia Law
Nicole Owens v. State of Georgia, Governor’s Office of Student Achievement
Plaintiff sued her employer based on theories of (1) failure to accommodate in violation of the Rehabilitation Act; (2) retaliation in violation of the Rehabilitation Act; and (3) pregnancy discrimination under the Pregnancy Discrimination Act after she was terminated following her request for an accommodation related to unspecified "child-birth complications." The district court granted summary judgment for GOSA on all three claims.The Eleventh Circuit affirmed, finding that as part of her initial burden to establish that a requested accommodation is reasonable under the Rehabilitation Act, an employee must put her employer on notice of the disability for which she seeks an accommodation and provide enough information to allow her employer to understand how the accommodation she requests would assist her. View "Nicole Owens v. State of Georgia, Governor's Office of Student Achievement" on Justia Law
Doe v. Software One
Plaintiff Jane Doe was the founder and owner of a company called House of Lync, which was purchased by defendant SoftwareONE Inc. As part of the acquisition, plaintiff was offered a position with defendant as “Head Solutions Sales, Skype for Business,” which she accepted. At the time, plaintiff was 49 years old. Nine months later, defendant hosted a “National Sales Kick-off” event in Cancun, Mexico. Plaintiff attended, and felt the event was “full of outlandish behavior.” Plaintiff refused to participate, and later complained to the president of defendant’s American division. Beginning shortly after the event, defendant received complaints about plaintiff, including her “demeaning manner, withholding of important information, bullying, humiliation, and other unacceptable behaviors.” Defendant reassigned plaintiff to a new position: “Global Alliances and Practice Development Leader, Skype for Business.” About six months after plaintiff’s reassignment, Jason Cochran, defendant’s director of technical solutions told plaintiff, during an after-work event, that defendant “is a guy’s club,” plaintiff was “never going to make it” working for defendant, and called plaintiff a “bitch.” After plaintiff complained, defendant’s human resources manager investigated, “coached” Cochran, and informed plaintiff that defendant did not condone this behavior. A few months later, defendant purchased another company similar to plaintiff’s. Defendant then terminated plaintiff, citing poor performance and redundancy. Plaintiff sued defendant, alleging her firing was discriminatory and retaliatory. Defendant moved for summary judgment, arguing: (1) plaintiff could not establish a prima facie case for discrimination or retaliation; (2) defendant had legitimate, nondiscriminatory reasons for terminating plaintiff; and (3) plaintiff could not show defendant’s nondiscriminatory reasons were pretextual. The trial court granted defendant’s motion and entered judgment for defendant. In moving for a new trial, plaintiff argued, among other things, that even absent evidence of pretext, her claims could and should have survived summary judgment because she made a sufficient showing of retaliatory intent. The trial court agreed and granted plaintiff’s motion. Defendant timely appealed. Finding no reversible error, the Court of Appeal affirmed the trial court’s decision overturning summary judgment. View "Doe v. Software One" on Justia Law
Colorado Judicial Dept. 18th Judicial District
Abbey Dickerson appealed to the Judicial Department Personnel Board of Review (“Board”) after she was terminated by the Eighteenth Judicial District (“District”). As required by the Personnel Rules, the Board appointed an attorney (who happened to be a retired court of appeals judge) to serve as the hearing officer on her case. Following an evidentiary hearing, the hearing officer changed the disciplinary action to a ninety-day suspension without pay. The District then appealed to the Board, but the Board affirmed the hearing officer’s decision. Because the District remained concerned about Dickerson’s suitability to return to her position, however, it sought review of the Board’s final order by filing a C.R.C.P. 106(a)(4) claim in Denver district court. The question presented by this case for the Colorado Supreme Court asked whether the Board was either a “governmental body” or a “lower judicial body” within the meaning of C.R.C.P. 106(a)(4), such that its decision to affirm, modify, or reverse a disciplinary action could be challenged in district court. The Supreme Court held that the Personnel Rules precluded district court review of a final order by the Board. View "Colorado Judicial Dept. 18th Judicial District" on Justia Law
The Travelers Indemnity Co. v. Lara
The Travelers Indemnity Company appeals the judgment entered after the superior court denied Travelers’ petition for a writ of administrative mandate challenging the Insurance Commissioner’s decision that certain agreements relating to workers’ compensation insurance policies issued to Adir International, LLC were unenforceable. Travelers contended that Adir’s lawsuit in the trial court, which included a request for a declaratory judgment the agreements were void, barred the Commissioner, under the doctrine of exclusive concurrent jurisdiction, from exercising jurisdiction while that lawsuit was pending. Travelers also appealed the post-judgment order granting Adir’s motion for attorney fees, contending attorney fees were not authorized.
The Second Appellate Division affirmed the order and judgment denying Travelers’s petition. The court explained that the exclusive concurrent jurisdiction doctrine does not apply in this context to proceedings pending before the trial court and an administrative agency; and, in any event, it was reasonable and consistent with the primary jurisdiction doctrine for the trial court to defer to the Commissioner’s determination of the validity of the agreement at issue. In addition, because Adir’s administrative claim fell within the agreement’s attorney fee provision, the court affirmed the post-judgment order awarding Adir attorney fees. View "The Travelers Indemnity Co. v. Lara" on Justia Law
Jane DiCocco v. Merrick Garland
Plaintiff brought Title VII and Age Discrimination in Employment Act (“ADEA”) claims against the U.S. Attorney General because she failed an allegedly discriminatory physical-fitness test that was a condition of her federal employment and was told to either retake the test, resign, or be fired. She resigned. The district court dismissed her complaint for lack of Article III standing, finding that her resignation did not constitute an “adverse employment action” that could serve as the basis of either claim.
The Fourth Circuit reversed the district court’s dismissal and remand for further proceedings. The court held that the district court inappropriately intertwined its standing analysis with the merits. Plaintiff alleged that she suffered financial and job-related injuries in fact that are fairly traceable to the government’s action and likely to be redressed by a favorable ruling. View "Jane DiCocco v. Merrick Garland" on Justia Law
Thornhill v. Walker-Hill Environmental, et al.
In 2017, Jeremy Thornhill said that he had injured his back while working. He sought workers’ compensation benefits from his employer, Walker-Hill and its insurance carrier, Zurich American Insurance Company of Illinois, but the Employer/Carrier denied that Thornhill had sustained a compensable injury. Ultimately, the parties agreed to compromise and settled pursuant to Mississippi Code Section 71-3-29 (Rev. 2021). Thornhill submitted the settlement to the Mississippi Workers’ Compensation Commission for approval. After examining the application, the Commission approved the settlement and dismissed Thornhill’s case with prejudice. Pursuant to the settlement, Thornhill signed a general release, which reserved his right to pursue a bad faith claim. Believing he had exhausted his administrative remedies, Thornhill filed a bad faith suit against the Employer/Carrier; the Employer/Carrier moved to dismiss the case, arguing the circuit court lacked jurisdiction because the Commission never made a factual finding that he was entitled to workers’ compensation benefits. The trial court concurred it lacked jurisdiction and dismissed the case. The Court of Appeals reversed and remanded, finding that Thornhill had exhausted his administrative remedies and that the circuit court had jurisdiction to hear his bad faith claim. The appeals court determined that “Thornhill exhausted his administrative remedies because he fully and finally settled his workers’ compensation claim against the Employer/Carrier, the Commission approved the settlement, and there is nothing left pending before the Commission.” To this, the Mississippi Supreme Court agreed. The circuit court judgment was reversed and the matter remanded for further proceedings. View "Thornhill v. Walker-Hill Environmental, et al." on Justia Law
Fulfer v. Sorrento Lactalis, Inc.
Robert Fulfer, while making a delivery, exited his truck and stepped down into a nine-inch-deep pothole, resulting in serious personal injuries. He was working for Ruan Logistics Corporation (“RLC”), which was contracted as a transportation and cargo-hauling provider by Sorrento Lactalis, Inc. (“SLI”). Fulfer filed a personal injury action against SLI seeking damages based on premises liability and negligence. SLI moved to dismiss pursuant to Idaho Rules of Civil Procedure 12(b)(6) and 12(c), arguing that it was immune from a tort action because it was a statutory employer of Fulfer, meaning that Idaho’s Workers’ Compensation laws provided Fulfer’s exclusive remedy. In response, Fulfer argued that an exception to the exclusive remedy rule applied. The district court determined Fulfer’s complaint failed to state a claim upon which relief could be granted because he: (1) failed to comply with Idaho’s notice pleading requirements by not addressing statutory employer immunity; and (2) failed to allege specific facts required for establishing an exception to the exclusive remedy rule based on the Idaho Supreme Court’s decision in Gomez v. Crookham Co., 457 P.3d 901 (2020), which was controlling at the time. Accordingly, the district court dismissed Fulfer’s complaint without prejudice and later denied Fulfer’s motion to reconsider and for leave to file a second amended complaint. Fulfer appealed. The Supreme Court determined the district court erred in dismissing Fulfer’s first amended complaint pursuant to Idaho Rule of Civil Procedure 12(b)(6) because it satisfied Idaho’s pleading requirements. Further, the Supreme Court concluded the exception to the exclusive remedy rule in I.C. 72-209(3) applied to direct and statutory employers. The case was remanded for further proceedings. View "Fulfer v. Sorrento Lactalis, Inc." on Justia Law
JODEE WRIGHT V. SEIU LOCAL 503, ET AL
Before her retirement, Plaintiff was employed by the Oregon Health Authority, and SEIU was the exclusive representative for her bargaining unit. Plaintiff never joined SEIU, but the State deducted union dues from her salary and remitted the dues to SEIU. Plaintiff alleged that SEIU forged her signature on a union membership agreement. Plaintiff demanded that the State and SEIU stop the dues deductions and return the withheld payments. After she retired, Plaintiff filed this action against State defendants and SEIU, alleging several constitutional claims under 42 U.S.C.
The Ninth Circuit affirmed the district court’s dismissal of Plaintiff’s claims for prospective relief against all defendants for lack of jurisdiction and her claims for retrospective relief against Service Employees International Union Local 503 (“SEIU”) for failure to allege state action under 42 U.S.C. Section 1983. Because jurisdiction is a threshold issue, the panel first considered whether it could entertain Plaintiff’s claims for prospective declaratory and injunctive relief against all defendants. As to Plaintiff’s claims for prospective relief for violation of her First Amendment rights, the panel concluded that her fear of future harm was based on a series of interferences that were too speculative to establish a “case or controversy” for the prospective relief she sought.
Plaintiff’s theory that potential future unauthorized dues deductions chilled the exercise of her First Amendment rights was also too speculative to establish standing. The panel concluded that she lacked any concrete interest in her future wages or her right to be free from compelled union speech that were threatened by the alleged lack of procedural safeguards. View "JODEE WRIGHT V. SEIU LOCAL 503, ET AL" on Justia Law
Cochran v. CIS Financial Services, Inc.
Alicia Cochran appealed a circuit court order that granted her former employer, CIS Financial Services' motion for a preliminary injunction. CIS was engaged in the mortgage-origination business and employed Cochran as a branch loan originator. In June 2021, Cochran's supervisor at CIS, Randy Lowery, left his employment at CIS to accept a position with Movement Mortgage, LLC ("Movement"). Another CIS employee, Geremy Reese, also left CIS to work for Movement. CIS thereafter filed suit against Lowery and Reese. Among other things, CIS requested in its complaint injunctive relief against Lowery and Reese. Additionally, CIS filed that same day a motion for a preliminary injunction against Lowery and Reese. On August 31, 2021, Cochran resigned her position with CIS. CIS then amended its complaint to include Cochran and Movement as defendants. The only specific count that CIS asserted against Cochran in the amended complaint was one alleging breach of contract. Then CIS moved for the preliminary injunction against Cochran at issue here. On appeal, Cochran challenged the propriety of the circuit court's order granting CIS's motion for a preliminary injunction, arguing that the respective restraining provisions of her compensation agreement and nonsolicitation agreement were not enforceable against her. However, CIS moved to dismiss Cochran's appeal as moot, noting that, by its terms, the preliminary injunction expired after August 31, 2022. CIS argued that this appeal no longer presented a justiciable controversy and that the Alabama Supreme Court, therefore, lacked jurisdiction over the appeal. The Supreme Court found the preliminary injunction challenged in Cochran's appeal expired by its own terms. Consequently, the Supreme Court lacked the power to grant Cochran relief from the preliminary injunction; therefore, this appeal was no longer justiciable and has become moot. The appeal was therefore dismissed. View "Cochran v. CIS Financial Services, Inc." on Justia Law