Justia Civil Procedure Opinion Summaries

Plaintiff-appellant Wesley Vincent and Defendant-appellee Ava Nelson were involved in a collision while working as coal-haul truck drivers at a mine in Campbell County, Wyoming. Vincent filed a personal-injury case in Wyoming federal district court. Following a two-week trial, a jury concluded that Nelson did not act with willful and wanton misconduct, and thus was not liable for Vincent’s damages. Vincent appealed, arguing the trial court erred in its evidentiary rulings during trial, its denial of his pre-trial motion to compel the introduction of evidence regarding the mine’s financial interest in the litigation, and the denial of his motion for a new trial. Finding no reversible error, the Tenth Circuit affirmed. View "Vincent v. Nelson" on Justia Law

Lucas was living at the Aranda, a residential hotel that provides supportive housing to formerly homeless individuals. The management company sought a workplace violence restraining order (Code Civ. Proc. 527.8) against Lucas with affidavits from four employees, alleging that Lucas had been very aggressive and confrontational toward other tenants and Aranda employees.The trial court granted a temporary restraining order and scheduled an evidentiary hearing. Lucas filed a response, denying all of the allegations. Both parties were represented by counsel at the hearing. Only a janitor (Yee) and Lucas provided testimony. The trial court questioned Yee, who affirmed that each of the allegations in his affidavit was correct. Lucas then testified, answering questions posed by his attorney. Lucas’ counsel requested an opportunity to cross-examine Yee and any of the other witnesses. The trial court stated it had no authority to allow cross-examination at such a hearing and granted a three-year workplace violence restraining order, based on “clear and convincing evidence” that had “been supported” and was “logical” and “believable.” The court of appeal reversed. The court’s failure here to allow Lucas to cross-examine Yee was contrary to section 527.8(j) and raised due process concerns. View "CSV Hospitality Management v. Lucas" on Justia Law

Christopher Ellis worked for CSX Transportation, Inc. as a remote-control foreman at CSX's Montgomery yard. While riding on the ladder of a railcar during the course of his employment with CSX, Ellis was struck in the torso by the broken door handle and latch assembly of a railcar on an adjacent track. The impact of the blow knocked Ellis off the railcar on which he was riding, causing him to suffer significant injuries. On November 17, 2020, Ellis sued CSX asserting claims under the Federal Employers' Liability Act ("FELA"), and the Safety Appliance Act ("the SAA"). Ellis propounded 25 multipart interrogatories and 62 requests for production to CSX with his complaint. CSX petitioned the Alabama Supreme Court for a writ of mandamus directing the Montgomery Circuit Court to, among other things, vacate its order granting Ellis's motion to compel discovery and either enter an order denying Ellis's motion to compel or a protective order barring production of materials CSX contends to be protected work product or patently irrelevant. The Supreme Court granted the petition for mandamus relief in part and directed the trial court to vacate its order to the extent that it requires the production of materials contained in the company's risk management system ("RMS") in violation of the work-product doctrine. The Court denied the petition in all other respects. View "Ex parte CSX Transportation, Inc." on Justia Law

After its collective bargaining agreement with Macy’s expired, the parties were unable to agree on a new agreement. Local 39 called a strike and began picketing at Macy’s store. Macy’s filed suit, alleging that Local 39 had engaged in continuing and escalating unlawful misconduct at the store and sought injunctions preventing Local 39 from picketing at the store’s entrances, blocking ingress or egress, disturbing the public, threatening public safety, or damaging property. Macy’s also asked for damages.Local 39 filed an anti-SLAPP (strategic lawsuit against public participation) Code of Civil Procedure section 425.16, motion, arguing that the complaint alleged acts in furtherance of its right to free speech on a public issue and that Macy’s could not establish a probability of prevailing on the merits because the complaint did not satisfy Labor Code section 1138’s heightened standard of proof for claims arising out of labor disputes. The trial court granted Local 39’s motion in part. The court of appeal held that the trial court should have granted its first anti-SLAPP motion in full and ordered the entire complaint stricken. A labor organization cannot be held responsible or liable for the unlawful acts of individual officers, members, or agents, "except upon clear proof of actual participation in, or actual authorization of those acts.” Macy’s did not provide such proof. View "International Union of Operating Engineers, Local 39 v. Macy's, Inc." on Justia Law

Plaintiff was employed by Employer, an operator of a casino resort, from January 7, 2015, until she gave two weeks’ notice on June 28, 2019. Upon the termination of her employment, Plaintiff claimed she was subject to pregnancy and sex discrimination, harassment, and constructive discharge in violation of Title VII of the Civil Rights Act based on the adequacy of her lactation breaks and harassment she experienced from co-workers.The district court granted summary judgment to Employer, holding that Plaintiff did not present sufficient evidence to support a prima facie case of disparate treatment, harassment, or constructive discharge. The court further noted that, even if Plaintiff could support a prima facie case of disparate treatment related to the provided lactation breaks, her claim would still fail because Employer articulated legitimate, nondiscriminatory reasons for not giving her breaks at the exact times requested.The Fifth Circuit affirmed, holding, 1.) Plaintiff's allegations did not support a finding that her co-workers' conduct was objectively severe, 2.) Plaintiff's subjective disparagement of Employer's policies was insufficient to support her constructive discharge claim, and, 3.) Plaintiff's FLSA claims were untimely because they were first raised in response to Employer's motion for summary judgment. View "Bye v. MGM Resorts" on Justia Law

Plaintiff a female employee of Wakulla County (“the County”), worked for the County’s building department. Plaintiff filed a lawsuit in federal district court for, among other claims, the County’s violation of Title VII of the Civil Rights Act of 1964. In the present case, Plaintiff filed a five-count complaint against the defense attorneys for the County. The defense attorneys and their law firms filed several motions to dismiss under Federal Rule of Civil Procedure 12(b)(6). The district court dismissed the complaint, explaining that Plaintiff’s alleged facts did not demonstrate that the defense attorneys for the County had engaged in a conspiracy that met the elements of 42 U.S.C. Section 1985(2).   Plaintiff’s complaint suggested that the defense attorneys filed the complaint for the “sole benefit of their client rather than for their own personal benefit.” Alternatively, Plaintiff points to the fact that the County defense attorneys had been aware of Plaintiff’s recordings for many months and only reported her recordings to law enforcement when they learned that Plaintiff “insist[ed] on her right to testify in federal court about the recordings and present them as evidence” in the sexual harassment case.   The Eleventh Circuit affirmed. The court explained that per Farese, it is Plaintiff’s burden to allege facts that establish that the County defense attorneys were acting outside the scope of their representation when they told law enforcement about Plaintiff’s recordings. Here, Plaintiff but in no way suggests that the defense attorneys were acting outside the scope of their representation, thus her Section 1985(2) claims were properly dismissed. View "Tracey M. Chance v. Ariel Cook, et al" on Justia Law

Plaintiff filed claims for discrimination and retaliation against her former employer, defendant and real party in interest Centinela Skilled Nursing & Wellness Centre West, LLC. The trial court granted Defendant’s motion to stay litigation and compel the parties to proceed in arbitration. When Defendant failed to pay its arbitration fees by a statutory deadline, Plaintiff moved the trial court to lift the stay of litigation and allow her to proceed in court. The trial court denied the motion, and Plaintiff filed the instant petition for a writ of mandate directing the trial court to reverse that denial.   The Second Appellate District granted the petition for writ of mandate. The court directed g the trial court to (1) vacate its order denying Plaintiff’s motion under Code of Civil Procedure sections 1281.97 and 1281.99; (2) enter an order lifting the stay of litigation and allowing Plaintiff to bring her claims in court; and (3) conduct further proceedings on Plaintiff’s motion for sanctions under section 1281.99.   The court agreed with Plaintiff that, based on the plain language as well as the legislative history of section 1281.97, the Legislature intended courts to apply the statute’s payment deadline strictly. Thus, under section 1281.97, subdivision (a)(1), Defendant was in material breach of the arbitration agreement even though, as the trial court found, the delay in payment was inadvertent, brief, and did not prejudice Plaintiff. Further, the court rejected Defendant’s argument that the FAA preempts section 1281.97. View "Espinoza v. Super. Ct." on Justia Law

Rodriguez sued Parivar under California’s labor laws, alleging that Parivar misclassified her as an exempt employee, while she “spent the majority of her time performing the exact same duties as non-exempt employees” at Parivar's restaurant. As an affirmative defense, Parivar argued that under wage order 5-2001’s “executive exemption” Rodriguez was exempt from overtime, meal period, and rest period requirements. A jury rejected Parivar’s executive exemption defense; finding, by a 9-3 vote, Parivar failed to prove that, as the special verdict question put it, “Rodriguez performed exempt duties more than half of the time.” The jury found that Rodriguez was owed $26,786.54 in overtime pay. The court awarded $11,570.21 in prejudgment interest and $932,842.63 in attorney fees and litigation costs.The court of appeal reversed. The narrow framing of the special verdict question effectively barred Parivar from proving its executive exemption defense, allowing the jury to find liability without addressing Parivar’s realistic expectations for how Rodriguez should have allocated her time. Given the 9-3 vote that Parivar did not prove Rodriguez spent more than half of her time performing exempt duties and given the heavily-contested question of whether she spent that time performing duties that meet the test of the executive exemption, it is reasonably probable that the jury would have reached a result more favorable to Parivar absent the special verdict error. View "Rodriguez v. Parivar, Inc." on Justia Law

Plaintiff-appellant Eleni Gavriiloglou brought this action against her former employer and its alleged alter egos. She asserted, among other things: (1) individual claims for damages based on Labor Code violations; and (2) a representative claim for civil penalties for Labor Code violations under the Private Attorneys General Act (PAGA). Gavriiloglou had signed an arbitration agreement, so the trial court compelled her to arbitrate her non-PAGA claims and stayed her PAGA claim while she did. The arbitrator found that the alleged Labor Code violations had not occurred. The trial court then granted judgment on the pleadings against Gavriiloglou on her PAGA claim, ruling that the arbitrator’s findings established that she was not an “aggrieved employee” within the meaning of PAGA, and therefore that she lacked standing to bring a PAGA claim. Gavriiloglou appealed, contending: (1) the trial court erred by denying her petition to vacate the arbitration award; and (2) the trial court erred by ruling that the arbitration award barred her PAGA claim. The Court of Appeal found that the trial court properly denied the motion to vacate the arbitration award. However, the Court also held that the arbitration did not bar the PAGA claim because Gavriiloglou was acting in different capacities and asserting different rights. Accordingly, judgment was reversed and the matter remanded for further proceedings. View "Gavriiloglou v. Prime Healthcare Management" on Justia Law

Petitioner filed a complaint against Comprehensive Print Group LLC and its subsidiary American Pacific Printers College, Inc. for pregnancy and gender and sex-and-gender-based harassment in violation of FEHA; interference with her leave rights and retaliation for attempting to exercise those rights under the Pregnancy Disability Leave Law (PDLL) and the California Family Rights Act (CFRA); failure to prevent harassment, discrimination and retaliation in violation of FEHA and wrongful termination in violation of public policy.   Respondent Los Angeles Superior Court, in a terse order, granted Malloy’s employers’ motion for change of venue, concluding venue was proper only in Orange County. The Second Appellate District disagreed and granted Petitioner’s petition for writ of mandate and order respondent superior court to vacate its order granting the motion for change of venue and to enter a new order denying the motion, permitting Petitioner’s case to proceed in Los Angeles County.   The court reasoned that none of the real parties presented any evidence in the trial court disputing those allegations that Petitioner always worked from Orange County and would have been immediately required to return to the company’s Orange County office if she had not been fired. Further, Petitioner’s cause of action for interference with her PDLL rights—and, therefore, all her causes of action arising from the same set of operative facts— was properly filed in Los Angeles County. View "Malloy v. Superior Court" on Justia Law