Justia Civil Procedure Opinion Summaries

Petitioner The Lawson Group, the third-party administrator for the self-insured petitioner, Summit Packaging Systems (the employer), appealed a decision of the New Hampshire Compensation Appeals Board (CAB) that upheld a decision by respondent, the State Special Fund for Second Injuries (Second Injury Fund), to decline to reimburse The Lawson Group for benefits paid to the claimant. The employer hired the claimant in 2005 as a laborer and machine operator. The claimant was injured at work in January 2016, when she tried to catch a 65-pound spool of tubing as it fell. The claimant was out of work following the surgery, but returned in December 2016 in a modified duty capacity. In 2017, the CAB found that the claimant’s “surgery and subsequent treatment were and are related to the work injury” she suffered in January 2016. In August 2018, The Lawson Group applied to the Second Injury Fund for reimbursement. In a February 2019 letter, the Second Injury Fund denied The Lawson Group’s application because The Lawson Group had failed to: (1) establish that the claimant’s surgery constituted a subsequent disability by injury; and (2) demonstrate that the employer knew that the claimant had any permanent impairment before her surgery. Following a March 2020 hearing, the CAB upheld the Second Injury Fund’s denial of reimbursement. After a review of the CAB hearing record, the New Hampshire Supreme Court found no reversible error and affirmed the denial of reimbursement. View "Appeal of The Lawson Group, et al." on Justia Law

Plaintiff claimed her employment was terminated in retaliation for complaining she was going to be paid late. She filed a complaint against a department head within the Texas A&M Engineering Station in his individual capacity (“DH”), alleging he violated the anti-retaliation provision of the Fair Labor Standards Act (“FLSA”)  DH moved to dismiss Plaintiff’s retaliation claim because the suit was barred by sovereign immunity, and in the alternative, that he was entitled to qualified immunity. The district court determined that neither immunity applied.   The Fifth Circuit affirmed the rejection of sovereign immunity as a defense, affirmed the denial of the defense of sovereign immunity and vacated the judgment denying the defense of qualified immunity. The court held that holding public officials individually liable for retaliation under the FLSA also is consistent with the court’s prior holdings regarding individual liability in other FLSA contexts. However, the court wrote it discovered no Fifth Circuit opinion that holds qualified immunity is a defense under the FLSA. The court concluded that Plaintiff’s claim would be barred by qualified immunity because she does not allege that DH violated a clearly established law. However, the antecedent question is whether qualified immunity applies to the FLSA to begin with. The court, therefore, remanded for the district court to decide this question in the first instance. View "Stramaski v. Lawley" on Justia Law

After IAC signed an Employment Agreement with Roston making him its CEO, the relationship soured. Roston disagreed with his employer about the value of his stock appreciation rights. He became the CEO of Bluecrew, another affiliate of IAC’s parent company, but the employment relationship deteriorated until Roston was terminated. His former employers later discovered that Roston had retained a company laptop, documents, and confidential data. The companies sought declarations that Roston was not entitled to more payments based on the stock appreciation rights and was not wrongfully terminated and alleged breach of contract.The Seventh Circuit affirmed the dismissal of the complaint by an Illinois district court, citing the forum non conveniens doctrine. The district court balanced the relevant public interest factors reasonably and noted little local Illinois interest. The Employment Agreement stated that it “shall be governed by and construed under and in accordance with the internal laws of the State of California without reference to its principles of conflicts of laws. Any such dispute will be heard and determined before an appropriate federal court located in the State of California in Alameda County … each party hereto submits itself and its property to the non-exclusive jurisdiction of the foregoing courts with respect to such disputes. Roston had filed suit in Alameda County Superior Court, alleging wrongful termination. View "IAC/InterActiveCorp v. Roston" on Justia Law

Three Anoka County residents sued a school district and teachers’ union about their union leave and reimbursement plan, alleging constitutional and statutory violations. The district court dismissed the case for lack of standing. The residents appealed.   The Eighth Circuit reversed the district court’s judgment. The court explained that pleading jurisdiction requires only “a short and plain statement of the grounds for the court’s jurisdiction,” while pleading the merits requires not just “a short and plain statement of the claim,” but one that “show[s] that the pleader is entitled to relief.” Here, the residents adequately alleged they are school district taxpayers and identified a “municipal action” contributing to their injury. Specifically, the school district spends tax revenues on the allegedly illegal action because the collective-bargaining agreement requires it to provide up to 100 days of paid leave, and the union does not fully reimburse that expense. Since the district court did not address the preliminary injunction factors, the common approach is to remand for the district court to conduct the full analysis in the first instance. View "Don Huizenga v. ISD No. 11" on Justia Law

The National Labor Relations Board petitioned the Fourth Circuit to enforce its order imposing obligations on an employer. The charged employer, Constellium Rolled Products Ravenswood, LLC, consented in a stipulated settlement agreement to the enforcement of the order, skipping a process of agency prosecution and adjudication. Constellium agreed to a factual statement, waived any defenses, and now dutifully agrees that the Fourth Circuit should enter a judgment against it.The Fourth Circuit dismissed the petition. The court held that it lacks jurisdiction to exercise judicial power when it would have no real consequences for the parties and would only rubberstamp an agreement the parties memorialized in writing and consummated before ever arriving on a federal court’s doorstep. The court further explained that the parties agree on every relevant question potentially before the court. That agreement led the parties to resolve this dispute among themselves before ever coming to federal court, leaving nothing for the court to do that would have real consequences in the world. And the Board agrees that Constellium has complied with the order and continues to do so. View "NLRB v. Constellium Rolled Products" on Justia Law

Robert Procive appealed when a district court dismissed his appeal of an Administrative Law Judge’s order that denied his claim for Workforce Safety and Insurance (“WSI”) benefits. Procive submitted his first claim in 2020, alleging he suffered carpal tunnel syndrome due to injuries to both wrists, elbows, and shoulders resulting from repetitive digging, hammering and driving stakes, steel posts, and iron rods into the ground. He claimed his original injury occurred in western North Dakota, and he notified his employer of his injury in November 2004 and October 2016. WSI accepted liability for Procive’s right carpal tunnel injury, but denied for the left. Later WSI issued its order reversing its acceptance of liability for the right carpal tunnel, finding Procive willfully made false statements about whether he had prior injuries or received treatment. WSI ordered Procive to repay past benefits he received. After a hearing the ALJ affirmed WSI’s decisions denying coverage. Procive appealed to the district court in Stutsman County. WSI moved to dismiss the appeal, arguing the district court lacked subject matter jurisdiction because Procive was required to file his appeal in the county where the injury occurred or the county where he resided. To this, the North Dakota Supreme Court affirmed, finding the district court did not have jurisdiction. View "Procive v. WSI" on Justia Law

Plaintiffs are nine female detention service officers working at the Dallas County Jail who are employed by Defendant-Appellee Dallas County Sheriff’s Department. Dallas County (“the County”). A gender-based scheduling policy went into effect and only male officers were given full weekends off whereas female officers were allowed two weekdays off or one weekday and one weekend day off. Plaintiffs alleged that they were told that it would be safer for the male officers to be off during the weekends as opposed to during the week.   Plaintiffs filed suit against the County for violations of Title VII and the Texas Employment Discrimination Act (the “TEDA”). On appeal, Plaintiffs argued that the district court erred by considering whether the County’s scheduling policy constituted an adverse employment action rather than applying the statutory text of Title VII and the TEDA. The Fifth Circuit affirmed the district court’s motion to dismiss The court held that Plaintiffs’ did not plead an adverse employment action, as required under the Fifth Circuit’s Title VII precedent. The court explained that the conduct complained of here fits squarely within the ambit of Title VII’s proscribed conduct: discrimination with respect to the terms, conditions, or privileges of one’s employment because of one’s sex. Given the generally accepted meaning of those terms, the County would appear to have violated Title VII. However, the court explained it is bound by the circuit’s precedent, which requires a Title VII plaintiff to establish a prima facie case of discrimination by showing that she “suffered some adverse employment action by the employer.” View "Hamilton v. Dallas County" on Justia Law

Michael Cruz sued defendant insurance companies alleging they terminated his contract, under which he sold defendants’ insurance products, on the basis of race, in violation of 42 U.S.C. § 1981. In support, Cruz relied on a statement allegedly made by his district manager, which Cruz argued represented direct evidence of discrimination, as well as circumstantial evidence. The district court granted summary judgment to defendants, ruling that the district manager’s statement was inadmissible hearsay and that Cruz’s circumstantial evidence did not otherwise demonstrate discriminatory intent. Without considering Cruz’s circumstantial evidence, the Tenth Circuit reversed because the district manager’s alleged comment was not inadmissible hearsay; it was admissible under Federal Rule of Evidence 801(d)(2)(D) as a party-opponent admission made by an agent within the scope of the agency relationship. And because that admission constituted direct evidence of discrimination, the grant of summary judgment was reversed and the matter remanded for further proceedings. View "Cruz v. Farmers Insurance, et al." on Justia Law

Plaintiff sued the National Geospatial-Intelligence Agency and the Director of the Central Intelligence Agency alleging religious discrimination and retaliation under Title VII. The Fourth Circuit affirmed the district court’s dismissal. The court explained that because the alleged discrimination and retaliation arose from Plaintiff’s failure to satisfy additional security requirements and would require the court to review the merits of the security-authorization decision, the court is bound by the decision in Department of the Navy v. Egan, 484 U.S. 518 (1988), to affirm the district court’s dismissal of this matter for lack of jurisdiction.   The court explained that it agrees that courts must exercise caution in expanding the reach of Egan. Nevertheless, the court declined to adopt the hardline position, urged by Plaintiff, that Egan’s rationale may only ever apply to determinations explicitly labeled “security clearances.” Rather, as in Foote and Sanchez, this case requires a more detailed analysis of whether the judgment at issue is of the type that Egan intended to shield from judicial review. Furhter, the court held that the CIA’s decision to stop Plaintiff’s assignee-security authorization processing is the kind of discretionary predictive judgment shielded from judicial review by Egan. View "Nathan Mowery v. National Geospatial Intelligence Agency" on Justia Law

Plaintiff Kelly Dansie sued Defendant Union Pacific Railroad Company for terminating his employment in violation of the Americans with Disabilities Act (“ADA”) and the Family Medical Leave Act (“FMLA”). The district court granted summary judgment for Defendant on Plaintiff’s ADA claim but allowed the case to proceed to trial on Plaintiff’s FMLA claim. The jury then returned a verdict in Defendant’s favor. After review, the Tenth Circuit reversed in part and affirmed in part, finding plaintiff presented sufficient evidence for a jury to find that defendant failed to engage in the ADA mandated good-faith communications with respect to reasonable accommodations of plaintiff's disability. Given that evidence, summary judgment for Defendant was reversed on plaintiff’s ADA claim, and the issue was remanded to the district court for a trial. But the Tenth Circuit affirmed the verdict for defendant on plaintiff’s FMLA claim. View "Dansie v. Union Pacific Railroad" on Justia Law