Justia Civil Procedure Opinion Summaries

The Private Attorneys General Act (Lab. Code 2698 (PAGA)) authorizes “aggrieved employees” to file lawsuits on behalf of the state seeking civil penalties for Labor Code violations, and allocates 75 percent of the recovered penalties to the California Labor and Workforce Development Agency (LWDA) and 25 percent to all employees affected by the violation. Before filing suit, the PAGA plaintiff must submit notices of the alleged violations to LWDA and the employer.The first aggrieved employee submitted a notice of alleged Labor Code violations by his employer to the LWDA and subsequently filed a complaint. That employee later sought to amend his complaint to substitute in as the named plaintiff another aggrieved employee who had worked for the same employer. The superior court granted the employer summary judgment, concluding that the amended PAGA complaint cannot relate back to the original PAGA complaint where the second employee submitted his PAGA notice after the original complaint was filed, reasoning that allowing relation back grants the employee “more time to recover civil penalties than the LWDA itself would have.”The court of appeal reversed. Relation back would not grant the LWDA or any aggrieved employees the potential for any more than they had under the original complaint; if relation back does not apply, UBS avoids exposure to potential liability for civil penalties over some period of time. View "Hutcheson v. Superior Court" on Justia Law

The California Personnel Board (Board) sustained a complaint brought by Vickie Mabry-Height, M.D., against the Department of Corrections and Rehabilitation (Department) alleging discrimination based on age, race, and gender in violation of the California Fair Employment and Housing Act (FEHA). The Board concluded that Dr. Mabry-Height established a prima facie case of unlawful discrimination based on certain conduct, and the Department failed to rebut the presumption of discrimination by offering evidence that it had a legitimate, nondiscriminatory reason for this conduct. The Department petitioned the trial court for a writ of administrative mandamus seeking an order setting aside the Board’s decision. The petition was denied, and judgment was entered in favor of Dr. Mabry-Height. The Department appealed, but finding no reversible error, the Court of Appeal affirmed the trial court. View "Dept. of Corrections & Rehabilitation v. State Personnel Bd." on Justia Law

Petitioner California Correctional Peace Officers Association Benefit Trust Fund (CCPOA) paid money pursuant to its disability policy to real party in interest David Martin Jr., a CCPOA member, after he filed a workers’ compensation claim for injuries sustained while working as a correctional officer. CCPOA subsequently filed a lien against the prospective workers’ compensation award for the sum it paid. It was represented in the workers’ compensation proceedings by petitioner Dan Escamilla, a non-attorney appearing pursuant to Labor Code section 5700. After Martin’s attorney petitioned for costs and sanctions against CCPOA and Escamilla for alleged misbehavior during proceedings on Martin’s claim, CCPOA withdrew the lien. Escamilla then failed to appear at four subsequent hearings on the petition for costs and sanctions. While respondent Workers’ Compensation Appeals Board (WCAB) ultimately affirmed the denial of costs and sanctions, it affirmed an award of $3,280 in attorney fees against CCPOA and Escamilla for the failure to appear at the four hearings. Petitioners filed a petition for writ of review, claiming: (1) the failure to notify them that a hearing held subsequent to the COVID-19 pandemic was to be held telephonically was a deprivation of due process; (2) failure to appear following the withdrawal of the lien was not sanctionable bad faith; and (3) attorney fees were not permitted for an attorney expending time litigating on his or her own behalf. The Court of Appeal found there was adequate notice of the one hearing in question, withdrawal of the lien did not deprive WCAB of jurisdiction to determine the petition for costs and sanctions, and the contention regarding attorney fees for work on behalf of the attorney was not properly before the Court, as it was determined by WCAB in a previous proceeding. Accordingly, judgment was affirmed. View "Cal. Correctional Peace Officers Assn. v. Workers' Comp. Appeals Bd." on Justia Law

The State redesigned the dental insurance plan offered to public retirees in 2014, narrowing coverage but also decreasing premiums paid by retirees. The Retired Public Employees of Alaska challenged the redesign. After a bench trial the superior court concluded that the new plan unconstitutionally diminished retirees’ accrued benefits. The State appealed, arguing that the superior court erred by determining the dental plan was a constitutionally protected “accrued benefit” and by refusing to consider premium rates for retirees as relevant to the diminishment analysis. The Alaska Supreme Court agreed with the State on the second point only: "The Alaska Constitution does protect public retirees’ option to purchase dental insurance as an accrued benefit, but both coverage for retirees and price to retirees influence the value of this option." The Court therefore vacated and remanded for the superior court to reevaluate the plan changes and incorporate premium pricing into its analysis. View "Tshibaka v. Retired Public Employees of Alaska, Inc." on Justia Law

A circuit court denied Brittany Spiers leave to amend her complaint, and granted a motion to dismiss brought by Oak Grove Credit, LLC (OGC), and other companies, including, Columbia Credit, LLC, Pine Belt Credit, LLC, and “John Does Business 1-5” (collectively, “the Creditor Companies”). Spiers worked for OGC, a creditor business located just outside Hattiesburg, Mississippi, until February 2019. At that time, OGC terminated Spiers for reasons Spiers alleged were discriminatory. According to Spiers, OGC terminated her because of her gender and her pregnancy. Specifically, Spiers alleged that her supervisor raised concerns about her pregnancy in regards to work and childcare and even called her pregnancy a “disease.” Spiers also alleged that her supervisor declined to hire another person because that person was pregnant. In February 2020, Spiers filed her complaint primarily alleging pregnancy and sex discrimination under Title VII of the Civil Rights Act of 1964. Even though Spiers only worked for OGC, she brought her lawsuit collectively against OGC and the Creditor Companies because she alleged that these companies “constitute an integrated enterprise/joint employer in relation to Spiers as employees from each location are fluid and work for and between the sister companies.” Alternatively, Spiers alleged that “the Defendant’s actions constitute the torts of negligence, negligent infliction of emotional distress, intentional infliction of emotional distress, termination in violation of public policy, gross negligence, and negligent supervision.” OGC and the Creditor Companies removed the case to federal district court, which issued an order as to Spiers’s Title VII claim, finding that Spiers “did not plead sufficient facts for the Court to infer that Defendants meet Title VII’s definition of an employer.” The district court “dismiss[ed] Plaintiff’s Title VII claims without prejudice.” The district court, however, “declin[ed] to exercise pendent jurisdiction over Plaintiff’s remaining state-law claims and remand[ed] the case [back] to the Circuit Court of Lamar County, Mississippi.” Upon remand to the circuit court, Spiers filed a motion for leave to amend her complaint. The Mississippi Supreme Court affirmed the state circuit court's order dismissing the state-law claims, but reversed to the extent that the order denied Spiers leave to amend her complaint. The case was remanded for further proceedings. View "Spiers v. Oak Grove Credit, LLC, et al." on Justia Law

In an interlocutory appeal, Schaffner Manufacturing Company, Inc., argued that the circuit court erred by denying a portion of its motion to dismiss for failure to state a claim under Mississippi Rule of Civil Procedure 12(b)(6). Schaffner contended Darius Powell’s claims of negligence, negligent hiring, retention, and supervision all fell within the ambit of the Mississippi Workers’ Compensation Act. Powell alleged that on December 11, 2017, Rederick Kelly and O’Derrick Clark severely injured him while in the course and scope of their employment. The trial court ruled that the claims of assault, battery, and intentional infliction of emotional distress against Kelly and Clark were barred by the statute of limitations. However, the trial court found that Powell’s claims of “Negligence, Negligent Hiring, Retention, and Supervision, and Vicarious Liability” against Schaffner did not fall within the scope of the Mississippi Workers’ Compensation Act and denied the joint motion to dismiss those claims. The Mississippi Supreme Court agreed with Schaffner that Powell’s claims of negligent hiring, retention, supervision, and general negligence for failing to provide a safe work environment were all claims of direct negligence against Schaffner. "These claims properly fall within the scope of the Act. Therefore, the Act is Powell’s exclusive remedy for those claims, and those claims should have been dismissed." View "Schaffner Manufacturing Company, Inc. v. Powell" on Justia Law

In response to the Port of Portland continuing to assign refer work to members of a particular union after leasing Terminal 6 to ICTSI. ILWU engaged in high-profile work stoppages and other coercive activity at Terminal 6. Ocean-going cargo traffic ceased for more than a year. ILWU’s actions forced ICTSI to buy back the remainder of its lease and leave Terminal 6. ICTSI filed charges against ILWU with the NLRB. The ALJ found that because the dispute was between ILWU and the Port, ILWU violated 29 U.S.C. 158(b)(4)(B), prohibiting unions from interfering with secondary employers (ICTSI). A jury awarded ICTSI more than $93.5 million. The court conditioned its post-trial rulings on ICTSI accepting remittitur of damages. ICTSI declined The district court certified its post-trial order for interlocutory appeal under 28 U.S.C. 1292(b).The Ninth Circuit dismissed the appeal for lack of jurisdiction. A court of appeals may assert jurisdiction over an interlocutory appeal under section 1292(b) if the district court determines that the order rests on a controlling question of law, there are substantial grounds for differences of opinion as to that question, and an immediate resolution may materially advance the termination of the litigation. The court of appeals enjoys broad discretion to refuse to accept it. The question on which ILWU relied was not a question of law; the parties’ dispute about whether ICTSI became a primary employer under the circumstances was a question of fact. View "ICTSI Oregon, Inc. v. International Longshore and Warehouse Union" on Justia Law

Plaintiff Scott Paine appealed a superior court decision granting judgment on the pleadings for his employment discrimination claim against defendant, Ride-Away, Inc. Plaintiff suffered from Post-Traumatic Stress Disorder (PTSD) for many years, which substantially limited a major life activity. He was employed by defendant at its facility in Londonderry, New Hampshire as an automotive detailer in May 2018. In July 2018, his physician prescribed cannabis to help treat his PTSD, and plaintiff enrolled in New Hampshire’s therapeutic cannabis program. Plaintiff submitted a written request to defendant for an exception from its drug testing policy as a reasonable accommodation for his disability. Plaintiff explained that he was not requesting permission to use cannabis during work hours or to possess cannabis on defendant’s premises. Plaintiff was informed that he could no longer work for the company if he used cannabis. After plaintiff notified defendant that he was going to treat his PTSD with cannabis, his employment was terminated in September 2018. Plaintiff sued for employment discrimination, based on defendant’s failure to make reasonable accommodation for his disability. Defendant moved for judgment on the pleadings, asserting that, because marijuana use was both illegal and criminalized under federal law, the requested accommodation was facially unreasonable. After a hearing, the trial court granted defendant’s motion. The sole question before the New Hampshire Supreme Court was whether the court erred in ruling that the use of therapeutic cannabis prescribed in accordance with New Hampshire law could not, as a matter of law, be a reasonable accommodation for an employee’s disability under RSA chapter 354-A. The Supreme Court held the trial court erred in determining that the use of therapeutic cannabis prescribed in accordance with RSA chapter 126-X could not, as a matter of law, be a reasonable accommodation for an employee’s disability under RSA chapter 354-A. "[P]laintiff’s disability is PTSD, not the illegal use of or addiction to a controlled substance." Judgment was reversed and the matter remanded for further proceedings. View "Paine v. Ride-Away, Inc." on Justia Law

In the latter part of August 2021, University Health Shreveport, LLC d/b/a Ochsner LSU Health Shreveport and LSU Health-St. Mary Medical Center, LLC (Employer) notified all employees that they were required to be fully vaccinated against COVID-19 by October 29, 2021. Employees not vaccinated within the specified time were subject to disciplinary action, including mandatory use of leave time and, ultimately, termination. Employer’s policy permitted exemptions to the vaccine requirement for valid religious and medical reasons. Thereafter, 39 plaintiffs (Employees) filed suit against Employer, challenging the employee vaccine mandate and requesting injunctive and declaratory relief, including a temporary restraining order (TRO). The Louisiana Supreme Court found the issue of a vaccine mandate implemented by a healthcare-employer was resolved by the application of Louisiana Civil Code article 2747, the employment-at-will doctrine. "an employer is at liberty to dismiss an at-will employee and, reciprocally, the employee is at liberty to leave the employment to seek other opportunities. However, these rights are tempered by federal and state provisions, both statutory and constitutional, but no such exceptions apply here. Employees have no statutory claim under La. R.S. 40:1159.7 because there is no healthcare provider-patient relationship alleged here. Employees likewise have no constitutional claim under La. Const. art. I, sec. 5 because the employer is a private actor, and this constitutional provision only limits governmental actors. Accordingly, the decision of the court of appeal is reversed, and the judgment of the trial court is reinstated." View "Hayes, et al. v. Univ. Health Shreveport, LLC" on Justia Law

Taleetha Fuentes filed a worker's compensation complaint against her employer Cavco Industries and Cavco’s surety, Sentry Casualty Company (collectively, Defendants). Fuentes filed her complaint in July 2019, and the Defendants denied the claim. During discovery, the Defendants filed a motion to compel in October 2019, which was granted. Following no response from Fuentes, the Defendants filed a motion for sanctions, and Fuentes again did not respond. On December 19, 2019, the full Idaho Industrial Commission issued an Order Dismissing Complaint, citing Industrial Commission Judicial Rule of Procedure (JRP) 12(B). Five months later, in May 2020, Fuentes responded to the initial discovery requests and moved to retain the case on the active calendar, but her filing and motion were returned “unfiled” as explained in an email from the assigned Referee. Fuentes also moved for reconsideration of the dismissal and filed a petition to vacate the order of dismissal under JRP 15. The Commission denied both motions. The Idaho Supreme Court determined the Commission acted in excess of its powers when it misapplied JRP12(B) in the initial dismissal order, and in applying JRP 16 to Fuentes' case. Accordingly, the Court reversed the Commission’s decision to dismiss Fuentes’ case, and vacated the order. The case was remanded for further proceedings. View "Fuentes v. Cavco Industries, Inc." on Justia Law