The Court of Appeals affirmed the decision of the Appellate Division affirming the decision of the Workers’ Compensation Board that Claimant was entitled to 275 weeks of additional compensation due to an arm he received during the course of his employment under Workers’ Compensation Law WCL 15(3)(v) (paragraph v), holding that awards for additional compensation are not subject to the durational limits contained in WCL 15(3)(w) (paragraph w). Paragraph v permits certain permanently partially disabled workers who have exhausted their schedule awards to apply for additional compensation. Claimant did just that and was awarded additional compensation. On appeal, Claimant argued that paragraph v incorporates only paragraph w’s formula for calculating the weekly payment amount and not paragraph w’s durational component setting forth the number of weeks that sum is paid. The Court of Appeals disagreed and affirmed, holding that under the plain language of paragraph v, additional compensation awards are calculated pursuant to the formula and durational provisions of paragraph w. View "Mancini v. Services" on Justia Law

Moustafa applied for a license to be a registered nurse and disclosed she had been convicted of four misdemeanors that were subsequently dismissed under Penal Code section 1203.4. The Board of Registered Nursing her a probationary license as a result of three of those convictions—two for petty theft and one for vandalism--and the conduct underlying the convictions. Moustafa opposed the restriction. The trial court, relying on Business and Professions Code section 480(c), which bars a licensing board from denying a license “solely on the basis of a conviction that has been dismissed pursuant to Section 1203.4,” ruled in favor of Moustafa. The court of appeal reversed, reasoning that until July 2020, when legislation amending section 480 takes effect, the Board may deny or restrict a license based on the conduct underlying a dismissed conviction, but only when the conduct independently qualifies as a basis for denying a license. Conduct does not necessarily so qualify merely because it involves some act of theft, dishonesty, fraud, or deceit. Conduct qualifies only if it substantially relates to the applicant’s fitness to practice nursing. Applying this standard, the Board could restrict Moustafa’s license based on the conduct underlying the petty thefts, but not on the conduct underlying the vandalism. View "Moustafa v. Board of Registered Nursing" on Justia Law

Lindh, a law enforcement officer, took blows to the head during training. He subsequently had severe headaches lasting between several hours and two days. A month later, Lindh suddenly lost most of the vision in his left eye. Two treating physicians did not believe the vision loss was related to the blows. Dr. Kaye, a neuro-ophthalmologist, the Qualified Medical Examiner (QME), agreed with the other physicians, that Lindh’s “blood circulation to his left eye was defective,” absent the injury,” Lindh likely would have retained a lot of his vision. He agreed that even had Lindh not suffered the blows, he could have lost his vision due to this underlying condition; it was “unlikely” Lindh would have suffered a vision loss if he had not had the underlying “vascular spasticity,” a rare condition. His professional opinion was that: 85% of the permanent disability was due to his old condition and 15% was due to the work injury. The ALJ rejected that analysis and found Lindh had 40 percent permanent disability without apportionment between his underlying condition and the work-related injury. The Board affirmed, concluding that the preexisting conditions were mere risk factors for an injury entirely caused by industrial factors; the QME had “confused causation of injury with causation of disability.” The court of appeal ordered an apportioned award. Dr. Kaye’s opinion was consistent with the other physicians' opinions, that it was unlikely the trauma caused the loss of vision. Whether an asymptomatic preexisting condition that contributed to the disability would, alone, have inevitably resulted in disability, is immaterial. View "City of Petaluma v. Workers' Compensation Appeals Board" on Justia Law

The trial court granted a motion for summary judgment brought by defendant AMN Services, LLC (AMN), and denied motions for summary adjudication of one cause of action and one affirmative defense brought by plaintiff Kennedy Donohue, individually and on behalf of five certified plaintiff classes she represented (together Plaintiffs). AMN, a healthcare services and staffing company, recruits nurses for temporary contract assignments. AMN employed Donohue as a nurse recruiter in its San Diego office between September 2012 and February 2014. During the first few weeks of Donohue's employment in September 2012, for any noncompliant meal period, Team Time, AMN's timekeeping system, assumed a Labor Code violation, and the recruiter automatically received the full statutory meal period penalty payment. At all relevant times after mid-September 2012, if a recruiter's meal period was missed, shortened, or delayed, Team Time automatically provided a drop-down menu that required the recruiter's response: if the recruiter indicated that she chose not to take a timely 30-minute meal period, AMN did not pay a meal period penalty; however, if the recruiter indicated that she was not provided the opportunity to take a timely 30-minute meal period, then AMN paid the full statutory meal period penalty. The operative second amended complaint, filed on behalf of Donohue individually and a class of similarly situated AMN employees and former employees, alleged: (1) failure to provide meal and rest periods; (2) failure to pay overtime and minimum wage; (3) improper wage statements; (4) unreimbursed business expenses; (5) waiting time penalties; (6) unfair business practices; and (7) civil penalties authorized by the Labor Code Private Attorneys General Act of 2004 (PAGA). In her appeal, Donohue challenged the grant of AMN's motion for summary judgment and the denial of her motion for summary adjudication of one of the causes of action. On appeal, Donohue also challenged what she characterized as the trial court's "fail[ure] to hear a proper motion for reconsideration" of the summary judgment and summary adjudication rulings. After review, the Court of Appeal found it lacked jurisdiction to hear the rejection of Donohue's motion for reconsideration; the Court found no issues of material facts and affirmed summary judgment in favor of AMN. View "Donohue v. AMN Services, LLC" on Justia Law

The Supreme Court affirmed the decision of the Court of Appeal that a wage order of the Industrial Welfare Commission (IWC) permitting Plaintiffs to waive a second meal period for shifts greater than twelve hours does not violate the Labor Code. The Labor Code provides that employees who work more than five hours must be provided with a meal period and employees who work more than ten hours must be provided with a second meal period. Under the Labor Code, an employee who works no more than six hours may waive the first meal period, and an employee who works no more than twelve hours may waive the second meal period. At issue was a IWC wage order permitting health care employees to waive the second meal per even if they have worked more than twelve hours. Plaintiffs were employees of a hospital who worked shifts longer than twelve hours and waived their second meal periods. After analyzing the relevant statutory and regulatory provisions the Supreme Court held that the IWC order does not violate the Labor Code. View "Gerard v. Orange Coast Memorial Medical Center" on Justia Law

The Second Circuit affirmed the district court's dismissal of the Fund's claims against the DOE for delinquent withdrawal liability payments under the Multiemployer Pension Plan Agreements Act (MPPAA). The court held that the DOE had no obligation to contribute to the Fund under the collective bargaining agreement (CBA) nor its transportation contracts that would render it an employer for the purposes of the MPPAA. Furthermore, the Fund did not adequately plead that the DOE and each of the Contractors were a single employer, and thus the DOE was not bound by the contractors' CBAs as a single employer. Finally, the DOE had no obligation to contribute under 29 U.S.C. 1392(a)(1) and (a)(2). View "Division 1181 A.T.U -- New York Employees Pension Fund v. City of New York Department of Education" on Justia Law

The judicially mandated exhaustion requirement is a nonjurisdictional precondition to suit under section 301(a) of the Labor Management Relations Act. Plaintiff filed suit against his union and former employer under section 301 for breach of a collective bargaining agreement that governed his employment. The Fourth Circuit reversed the district court's dismissal of the action based on failure to exhaust the agreement's grievance procedures. The court held that the district court erred in treating exhaustion as a matter of jurisdiction. The court also held that the district court erred in holding that the collective bargaining agreement in fact required exhaustion. View "Staudner v. Robinson Aviation, Inc." on Justia Law

The Ninth Circuit affirmed the district court's judgment against Quad in an action brought under the Multiemployer Pension Plan Amendments Act of 1980 (MPPAA). In this case, after the last of Quad's employees voted to decertify the union as their bargaining representative, Quad completely withdrew from the fund. The panel held that the Fund correctly applied the partial withdrawal credit pursuant to 29 U.S.C. 1386(b) against Quad's complete withdrawal liability before calculating the twenty-year limitation on annual payments provided for in 29 U.S.C. 1399(c)(1)(B). View "GCIU-Employer Retirement Fund v. Quad/Graphics, Inc." on Justia Law

The Supreme Court reversed the decision of the Court of Appeals affirming the decision of the North Carolina Industrial Commission awarding Plaintiff ongoing disability compensation and medical compensation for her medical conditions and remanded this case for further proceedings before the Commission, holding that it could not be determined from the record if the Commission, as the Court of Appeals concluded, made findings of causation independent of the application of any presumption. In affirming the Commission’s award of benefits, the Court of Appeals concluded that the Commission made adequate findings that Plaintiff met her burden of proving causation with a presumption of causation and therefore had an alternative factual basis for its award. The Supreme Court reversed, holding that the Court of Appeals erred by failing to remand this case to the Commission for additional findings and conclusions because the Court could not determine from the record the extent to which the Commission relied on a presumption of causation or whether it had an independent, alternate basis for its determination of causation. View "Pine v. Wal-Mart Associates, Inc." on Justia Law

The Eighth Circuit affirmed the district court's grant of summary judgment to Allina in an action brought by a former employer under the Americans with Disabilities Act (ADA) and the Minnesota Human Rights Act (MHRA), after she was terminated for refusing to fulfill a job requirement that she take necessary steps to develop immunity to rubella. The court held that, although the district court erred in denying plaintiff's inquiry claim based on a lack of injury, summary judgment was proper where Allina's decision to require employees with client contact to complete an inquiry and exam was job-related, consistent with business necessity, and no more intrusive than necessary. Therefore, the health screening that plaintiff was required to take as a condition of her employment complied with the ADA and the MHRA The court also held that the evidence was insufficient to support plaintiff's claim that she was disabled under the ADA where the evidence was insufficient to support the conclusion that plaintiff's chemical sensitivities or allergies substantially or materially limited her ability to perform major life activities. Therefore, plaintiff's failure to accommodate claim failed. Likewise, her retaliation claim failed. View "Hustvet v. Allina Health System" on Justia Law