Justia Civil Procedure Opinion Summaries

The Sixth Circuit Court of Appeals certified two questions to the Pennsylvania Supreme Court: (1) whether time spent on an employer’s premises waiting to undergo, and undergoing, mandatory security screening is compensable as “hours worked” within the meaning of the Pennsylvania Minimum Wage Act1 (“PMWA”); and (2) whether the doctrine of de minimis non curat lex, as described in Anderson v. Mt. Clemens Pottery Co., 328 U.S. 680 (1946), applied to bar claims brought under the PMWA. This case arose out of a class action suit for unpaid wages brought by Appellants Neil Heimbach and Karen Salasky (“Employees”) who worked for Appellees (collectively “Amazon”) at Amazon’s warehouse facility in Pennsylvania. The Supreme Court replied: (1) time spent on an employer’s premises waiting to undergo, and undergoing, mandatory security screening constituted “hours worked” under the PMWA; and (2) there exists no de minimis exception to the PMWA. View "Heimbach, et al. v. Amazon.com, et al." on Justia Law

Postmates’ website enables customers to arrange for deliveries from local businesses. Beginning in March 2017, prospective couriers seeking to offer their delivery services were presented with Postmates’ Fleet Agreement when logging on for the first time. The Agreement directs a prospective courier to review a mutual arbitration provision that applies to “any and all claims between the [p]arties,” including claims related to a courier’s classification as an independent contractor, delivery fees received by a courier, and state and local wage and hour laws. It includes a “Representative Action Waiver.” There is an opt-out provision: “Arbitration is not a mandatory condition of [the courier’s] contractual relationship with Postmates. ” Plaintiffs acknowledged the Fleet Agreement. Postmates did not receive opt-out forms for any of them. In December 2017, Plaintiffs filed a putative class and representative action, alleging Labor Code violations. The trial court denied Postmates’s petition to compel arbitration of Private Attorney General Act claims for civil penalties, citing the California Supreme Court’s 2017 “Iskanian” holding that representative action waivers were unenforceable. The court of appeal affirmed, rejecting Postmates’ arguments that Iskanian was abrogated by subsequent U.S. Supreme Court decisions. Iskanian expressly established that the Federal Arbitration Act does not preempt state law on the enforceability of PAGA waivers. View "Winns v. Postmates Inc." on Justia Law

Douglas Waite appealed an Idaho Industrial Commission (“Commission”) decision requiring him to repay unemployment benefits he received, along with interest and penalties. Waite claimed the Commission’s determination that he willfully misstated a material fact for the purpose of obtaining unemployment benefits was not supported by substantial and competent evidence and was incorrect as a matter of law. Additionally, Waite argued the Commission erred when it concluded that Idaho Code section 72-1366(12) required him to repay the unemployment benefits he received. Finding no reversible error, the Idaho Supreme Court affirmed the Commission’s decision and order. View "Waite v. Moto One KTM, LLC" on Justia Law

Smith worked for PTI, a company that transports railroad crews to and from their workplaces. Believing that her position was misclassified under the Fair Labor Standards Act and that she was not receiving proper overtime wages, she filed a collective action 29 U.S.C. 216(b). Unlike a class action under FRCP 23(b)(3), an FLSA collective action requires group members to affirmatively opt-in to participate. Her suit was within the two-year limitation period. The district court’s docket sheet shows numerous putative group members consenting to opt-in.PTI noted that Smith had not filed anything except her complaint indicating that she herself wished to participate in the group action. The court held that Smith’s group action could not “commence” until such consent was filed, 29 U.S.C. 256, but the limitations periods had run. The court concluded that Smith’s complaint also failed to allege timely individual claims, and dismissed the case. Smith’s appeal concerned only her individual action. The Seventh Circuit vacated. The court erred by refusing to allow Smith to proceed on her individual claims. Read in the light most favorable to Smith, the complaint contained sufficient factual allegations related to her individual claims to put PTI on notice that she intended to sue it both in an individual and a representative capacity. She explicitly stated as much in the caption. View "Smith v. Professional Transportation,Inc." on Justia Law

The Court of Appeal previously issued an opinion in this case on September 18, 2018, in which it affirmed the judgment. The California Supreme Court granted review in January 2019, deferring consideration and disposition until it decided a related issue in Oman v. Delta Air Lines, Inc., 9 Cal.5th 762 (2020). In September 2020, the Supreme Court transferred this matter to the Court of Appeal with directions to vacate the September 18, 2018 opinion and to reconsider this appeal in light of Oman. This case arose from a certified wage and hour class action following a judgment after a bench trial in favor of defendants Certified Tire and Service Centers, Inc. (Certified Tire) and Barrett Business Services, Inc. (collectively defendants). Plaintiffs contended that Certified Tire violated the applicable minimum wage and rest period requirements by implementing a compensation program, which guaranteed its automotive technicians a specific hourly wage above the minimum wage for all hours worked during each pay period, but also gave them the possibility of earning a higher hourly wage for all hours worked during each pay period based on certain productivity measures. After considering the parties’ supplemental briefing on the applicability of Oman to the issues presented in this matter, the Court of Appeal concluded that that plaintiffs’ appeal lacked merit, and accordingly affirmed the judgment. View "Certified Tire & Service Centers Wage & Hour Cases" on Justia Law

FCI Miami employees work in several departments. When the Custody Department was short-staffed, FCI either left Custody positions vacant or paid a Custody employee overtime. In 2016, FCI notified the union (AFGE) that it planned to start using Non-Custody employees to fill vacant Custody positions; it called the process “augmentation.” AFGE sought to negotiate the matter. FCI denied the request, stating that it had implemented augmentation consistent with the Master Agreement, which permits FCI to change the shift or assignment of Custody and Non-Custody employees: FCI viewed augmentation as “reassignment.”AFGE filed a formal grievance. An arbitrator concluded that FCI had breached a binding past practice of non-augmentation and violated the Master Agreement by implementing and failing to bargain over augmentation. FCI filed exceptions. The Federal Labor Relations Authority concluded that the arbitrator award failed to draw its essence from the parties’ agreement because the Master Agreement unambiguously “gives [FCI] broad discretion to assign and reassign employees”—encompassing the practice of augmentation— and set aside the award. The D.C. Circuit dismissed an appeal for lack of jurisdiction. The Federal Service Labor-Management Relations Statute allows for judicial review of an Authority decision arising from review of arbitral awards only if “the order involves an unfair labor practice, 5 U.S.C. 7123(a)(1). The Authority decision does not “involve” an unfair labor practice. View "American Federation of Government Employees Local 3690 v. Federal Labor Relations Authority" on Justia Law

In a workers’ compensation case, the issue presented for the Oregon Supreme Court's review centered on the scope of an employer’s obligation under ORS 656.262(7)(c) to reopen a closed claim for processing if a “condition is found compensable after claim closure.” The closed claim at issue here was claimant Randy Simi's accepted right rotator cuff tear, and the conditions giving rise to the dispute were supraspinatus and infraspinatus tendon tears, which claimant asked employer to accept as “new or omitted” conditions. Employer issued a denial specifying that the conditions were not compensable, but, without withdrawing the denial, employer later took the position that the tendon tears were “encompassed” within the originally accepted rotator cuff tear. That change of position caused an administrative law judge (ALJ) to determine that the tendon conditions were compensable and to set aside employer’s denial. According to claimant, that ALJ order triggered employer’s obligation under ORS 656.262(7)(c) to reopen the claim. Employer contended, however, that the legislature did not require reopening if the compensable condition at issue was “encompassed within” the already-accepted conditions, even if the employer also had denied that the condition was compensable. A majority of the Workers’ Compensation Board and a majority of the Court of Appeals panel agreed with employer, and the Supreme Court allowed review to consider this disputed question of statutory interpretation. Based on its examination of the statutory text and context, the Supreme Court concluded the legislature intended employers to reopen compensable claims for processing when a compensability denial was set aside after claim closure, including under the circumstances of this case. Accordingly, the Court of Appeals' decision was reversed. View "Simi v. LTI Inc. - Lynden Inc." on Justia Law

In June 2008, Scot Decker sustained work related injuries while he was working for Cyclone Drilling, Inc. in Mountrail County, North Dakota. WSI accepted liability and Decker received more than $1,250,000 in benefits from WSI. In June 2014, Decker signed a third party notice of legal representation advising WSI that he retained an attorney and planned to bring an action against a third party for the work related injuries. The notice stated Decker would act as a trustee for WSI’s subrogated interest. The notice also included a lien notice, advising that WSI had a lien in the full amount it paid in all benefits for Decker’s claim and that WSI could sue if Decker received any money related to the claim from a third party and WSI did not receive payment of its lien within 30 days of the third party’s payment to Decker. Decker brought an action against I.E. Miller Services, Inc., received a favorable verdict, and was awarded $2,045,972.60 in damages. In December 2018, WSI issued a subrogation order, finding it paid Decker for his work related injury and Decker failed to pay WSI’s subrogation interest and lien within 30 days. Decker requested a hearing before an ALJ. Decker alleged WSI incorrectly applied the law, it inappropriately included in the subrogation order benefits paid related to medical negligence which is the subject of a separate third-party action, and it did not properly determine the amount of its lien. Decker also argued WSI did not have a right to recovery of its lien before attorney’s fees and litigation expenses were paid. The ALJ ruled in favor of WSI, and Decker appealed. Decker argued the district court erred in concluding it does not have jurisdiction and dismissing his appeal. The North Dakota Supreme Court found Decker brought his appeal in Burleigh County District Court, and it was undisputed that Decker did not reside in Burleigh County and that his injuries did not occur in Burleigh County. Because N.D.C.C. 65-10-01 applied and required Decker to bring the appeal in the county where he resided or the county where the injury was inflicted, the Burleigh County district court did not have jurisdiction over the appeal. Dismissal was affirmed. View "Decker v. WSI" on Justia Law

Donna Livings slipped on ice in her employer’s parking lot as she headed in to begin her shift. Generally, when an injury occurs because of an open and obvious condition, landowners in Michigan were not liable because they have no duty to protect against those hazards. An exception existed, however, when the hazard was effectively unavoidable. The question presented here was whether a hazard one must confront to enter his or her place of employment should be considered effectively unavoidable. The Michigan Supreme Court held that an open and obvious condition could be deemed effectively unavoidable when a plaintiff must confront it to enter his or her place of employment for work purposes. However, in assessing the question, it was still necessary to consider whether any alternatives were available that a reasonable individual in the plaintiff’s circumstances would have used to avoid the condition. Here, the Supreme Court agreed with the Court of Appeals that a genuine issue of material fact existed regarding whether the snow and ice were effectively unavoidable. View "Livings v. Sage's Investment Group, LLC" on Justia Law

Patrick Jackson appealed the grant of summary judgment entered in favor of Voncille Allen, as the personal representative of the estate of Valerie Allen ("the estate"), and Penn Tank Lines, Inc. ("PTL"). In 2016, Jackson was injured in an automobile accident while receiving training and riding as a passenger in a tractor-tanker trailer commercial motor vehicle ("the CMV") driven by Valerie Allen ("Allen"). Allen died as a result of the accident. Jackson was an employee of PTL and was being trained by Allen at the time of the accident. Allen owned the CMV, and PTL was leasing the vehicle from Allen, who worked for PTL, delivering fuel, under an independent-contractor agreement. Jackson received medical treatment for his injuries after the accident, and PTL's workers' compensation insurance covered the costs of the treatment. In 2018, Jackson sued the estate and PTL, alleging claims of negligence and "gross negligence and/or wantonness" against the estate and a claim of negligent or wanton hiring, training, and supervision against PTL; in addition, Jackson sought to hold PTL vicariously liable for Allen's actions through the doctrine of respondeat superior. After review, the Alabama Supreme Court affirm the judgment insofar as the trial court determined that PTL was entitled to complete immunity from Jackson's claims against it pursuant to the exclusive-remedy provisions of Workers' Compensation Act. The Court reversed insofar as the trial court determined, as a matter of law, that Allen was PTL's agent under the purview of the exclusive-remedy provisions of the Act. The matter was remanded for further proceedings. View "Jackson v. Allen" on Justia Law