Justia Civil Procedure Opinion Summaries

Defendants Township of Sparta, Paul Austin, and Sparta Department of Public Works (collectively, defendants) challenged a denial of workers’ compensation benefits to plaintiff Diane Lapsley under the Workers’ Compensation Act. Lapsley was employed by the Township as a librarian for the Sparta Public Library. On February 3, 2014, Lapsley’s husband arrived at the library to drive Lapsley home. As they walked from the library to the car through the parking lot, they were suddenly struck by a snowplow owned by the Township and operated by Paul Austin, a Township employee. As a result, Lapsley suffered injuries to her leg requiring multiple surgeries and leaving her permanently disfigured. Lapsley filed a complaint against defendants in court, and later, a claim for workers’ compensation benefits against the Township in the Law Division of Workers’ Compensation. The Division found that Lapsley’s injuries arose out of and in the course of her employment and were therefore compensable under the Workers’ Compensation Act. Lapsley appealed, and the Appellate Division reversed, finding Lapsley’s injuries were not compensable under the Act. The New Jersey Supreme Court concluded Lapsley’s injuries arose out of and in the course of her employment because the parking lot where she was injured was owned and maintained by the Township, adjacent to her place of work, and used by Township employees to park. Lapsley was therefore entitled to benefits under the Workers’ Compensation Act. View "Lapsley v. Township of Sparta" on Justia Law

The question presented for the Mississippi Supreme Court in this case “boils down to one of statutory interpretation:” whether plaintiff Crystal Bufkin was “legally entitled to recover” damages from her employer under the uninsured motorist statute, Mississippi Code Section 83-11-101(1) (Supp. 2021). The Supreme Court previously held that employees are not legally entitled to recover from their employers and thus could not make a claim under uninsured motorist coverages. Bufkin acknowledged that precedent precluded her claim, but she argued Medders v. U.S. Fid. & Guar. Co., 623 So. 2d 979 (Miss. 1993 )and its progeny were wrongly decided because the uninsured motorist law should be liberally construed in her favor. The Supreme Court concluded it already rejected the arguments Bufkin presented here, and declined to overrule Medders. View "Bufkin v. Geico Insurance Agency, Inc." on Justia Law

After being terminated from a position with Sacramento County (the County), plaintiff-appellant Cynthia Vatalaro sued the County for unlawful retaliation under Labor Code section 1102.5. Vatalaro alleged that, in violation of this statute, the County retaliated against her after she reported that she was working below her service classification. The County moved for summary judgment, contending Vatalaro could not show that she had a reasonable belief, or any belief at all, that the information she disclosed evidenced a violation of any law. The County added that, regardless, Vatalaro’s claim still failed because the County had a legitimate, nonretaliatory reason for terminating her. The trial court, agreeing with the County on both these points, granted summary judgment in the County’s favor. On appeal, Vatalaro alleges that the trial court was wrong on both these issues. The Court of Appeal affirmed, though on a ground somewhat different than those raised at the trial level: "the relevant standard is not whether the County demonstrated it had such a [non-discriminatory] reason; it is instead whether the County 'demonstrate[d] by clear and convincing evidence that the alleged action would have occurred for legitimate, independent reasons even if the employee had not engaged in activities protected by Section 1102.5.'" View "Vatalaro v. County of Sacramento" on Justia Law

An automobile driven by defendant Patrick McLaughlan, struck plaintiff Jerry Harwood while Harwood was leaving his work shift and crossing the street to an employer provided parking lot. After an unsuccessful attempt to recover workers compensation benefits for his injuries, Harwood filed a lawsuit against the driver and his employer. The trial court dismissed the lawsuit against the employer for failure to state a claim upon which relief could be granted. Harwood appealed, and the Court of Civil Appeals affirmed. After review, the Oklahoma Supreme Court held that because an employer may have assumed the duty to provide a safer crosswalk for access to an employer designated parking lot, the employee pled a claim for relief which is legally possible. The trial court's dismissal was premature. View "Harwood v. Ardagh Group" on Justia Law

Plaintiff sued her employer under the Age Discrimination in Employment Act (“ADEA”), claiming that Defendant engaged in unlawful age discrimination and retaliation. Plaintiff filed a motion with the district court requesting additional time so that Defendant could respond to her requests for production. The court denied the motion and Plaintiff later filed a supplement to her Rule 56(d) motion, again asking the court to defer consideration of Defendant’s summary-judgment motion and allow Plaintiff to conduct discovery, or alternatively, deny Defendant’s motion. The district court granted Defendant’s motion and entered final judgment in their favor.   The Fifth Circuit reversed the district court’s order and held that a district court cannot deny discovery rights protected by the Federal Rules of Civil Procedure. The court explained that a Rule 56(d) movant first must demonstrate that additional discovery will create a genuine issue of material fact. Here, Plaintiff identified such evidence for (1) her age-discrimination claim, and (2) her retaliation claim. The court reasoned it was an abuse of discretion for the district court to deny Plaintiff the opportunity to conduct discovery on the relevant issues in question and then fault her for having “no evidence of a causal connection” between her protected activity and the adverse employment actions. Further, the fact that Plaintiffs requests for discovery were repeatedly denied does not reveal a lack of diligence on her part. View "Bailey v. KS Mgmt Services" on Justia Law

James P. Key, Jr. appealed a circuit court order denying his motion to compel arbitration of his claims against Warren Averett, LLC, and Warren Averett Companies, LLC (collectively, "WA"). Key alleged that he was a certified public accountant who had been employed by WA for 25 years and had been a member of WA for 15 years; that he had executed a personal-services agreement ("PSA") with WA that included a noncompete clause; and that WA had sent him a letter terminating his employment. Key sought a judgment declaring "that the Non-Compete Clause and the financial penalty provision contained in the PSA is not applicable to Key and is an unlawful restraint of Key's ability to serve his clients as a professional." The Alabama Supreme Court found that whether Key's claims against WA had to be arbitrated was a threshold issue that should not have been decided by the circuit court; nor was it appropriate for the Supreme Court to settle the issue in this appeal. Accordingly, the circuit court's order was reversed, and the case was remanded for the circuit court to enter an order sending the case to arbitration for a determination of the threshold issue of arbitrability and staying proceedings in the circuit court during the pendency of the arbitration proceedings. View "Key v. Warren Averett, LLC, et al." on Justia Law

Daniel Sharp suffered an injury to his lower back from an accident at work in 2015. After surgery, he was repeatedly advised to lose weight by the medical providers treating his injury. However, Sharp gained considerable weight instead. The Industrial Commission found that Sharp’s functional ability had diminished between 2016, when he reached maximal medical improvement (MMI) after surgery, and 2019, when his permanent disability hearing was held. The Commission attributed the worsening of Sharp’s condition to his weight gain, which it held to be a superseding cause of any increase in Sharp’s disability post-MMI. Accordingly, the Commission evaluated Sharp’s disability based on his condition at MMI, despite the Idaho Supreme Court's opinion in Brown v. Home Depot, 272 P.3d 577 (2012), requiring that a claimant’s disability be evaluated based on circumstances at time of the hearing. After review in this case, the Supreme Court held that the Commission erred by departing from "Brown," by applying an incorrect standard to determine that Sharp was not entitled to compensation due to the aggravation of his injury, and by reaching certain factual conclusions not supported by substantial and competent evidence. Therefore, the Commission’s decision was vacated and the matter remanded for further proceedings. View "Sharp v. Thomas Bros Plumbing" on Justia Law

The four truckers who initiated this action regularly drove more than forty hours per week for their employer, JP Trucking, Inc., a Colorado transport company. The question they presented for the Colorado Supreme Courts review concerned whether they were entitled to overtime pay for hours exceeding forty hours per week or twelve hours per day. The Court surmised the answer depended on the meaning of a state regulation that exempted “interstate drivers” from overtime compensation. The truck drivers and JP Trucking both urged the Supreme Court to declare that the term “interstate drivers” was unambiguous: the truck drivers argued the term referred to drivers whose work predominantly took them across state lines; JP Trucking argued that “interstate drivers” were drivers involved in the transportation of goods in interstate commerce, even if their work never took them across state lines. A division of the Colorado court of appeals determined that “interstate drivers” was unambiguous from JP Trucking’s understanding of the term. The Supreme Court concluded the term was ambiguous, and consistent with a different appellate court division, held that “interstate drivers” refers to drivers whose work takes them across state lines, regardless of how often. Hence, the state exemption from overtime compensation was triggered the first time a driver crosses state lines during a work trip. The case was remanded for further proceedings, namely to allow the appeals court to consider JP Trucking’s remaining contentions regarding the calculation of damages. View "Gomez v. JP Trucking" on Justia Law

Plaintiff Angela Gates appealed a trial court’s decision granting summary judgment to defendant, her former employer, on plaintiff’s claims for disability discrimination under the Vermont Fair Employment Practices Act (FEPA) and retaliation under both the Vermont Parental Family Leave Act (PFLA) and Vermont’s workers’ compensation law. Defendant hired plaintiff as a “molder” in 1996. In May 2015, plaintiff reported to defendant that she injured her left knee outside of work. She subsequently took approximately twelve weeks of leave under the federal Family and Medical Leave Act (FMLA) and the PFLA, which ran concurrently. Plaintiff returned to work full-time as a "molder" in August 2015 after exhausting her FMLA/PFLA leave. She returned to molder work, but it caused pain in her knee. Plaintiff was reassigned to work as a "finisher," which again aggravated her knee. After a third period of recovery and return to work, plaintiff testified that when she returned, she was told there was no work she could do that was a light-duty task. "Ultimately, plaintiff had the burden to present some admissible material by which a reasonable jury could infer that defendant’s stated legitimate, nondiscriminatory reason for terminating her - that she was indefinitely incapable of performing the essential functions of her job - was a lie. She failed to do so." The trial court correctly granted summary judgment to defendant on plaintiff’s retaliation claims. View "Gates v. Mack Molding Company, Inc." on Justia Law

Vicki Hebert filed a putative class action against Barnes & Noble, Inc. (Barnes & Noble), alleging it willfully violated the Fair Credit Reporting Act (FCRA). According to Hebert, Barnes & Noble willfully violated the FCRA by providing job applicants with a disclosure that included extraneous language unrelated to the topic of consumer reports. The Act required employers like Barnes & Noble provide a job applicant like Herbert a standalone disclosure stating that the employer may obtain the applicant’s consumer report when making a hiring decision. Barnes & Noble moved for summary judgment, arguing that no reasonable jury could find its alleged FCRA violation was willful. The company asserted it included the extraneous information in its disclosure due to an inadvertent drafting error. The trial court agreed with Barnes & Noble, granted the company’s motion, and entered judgment in the company’s favor. The Court of Appeal disagreed with the trial court, determining a reasonable jury could have found that Barnes & Noble acted willfully because it violated an unambiguous provision of the FCRA, at least one of the company’s employees was aware of the extraneous information in the disclosure before the disclosure was displayed to job applicants, the company may not have adequately trained its employees on FCRA compliance, and/or the company may not have had a monitoring system in place to ensure its disclosure complied with the FCRA. Judgment was reversed and the matter remanded for further proceedings. View "Hebert v. Barnes & Noble, Inc." on Justia Law