The Fifth Circuit affirmed the dismissal of plaintiff's complaint against her former employers, alleging that she was fired because of her sexual orientation (heterosexual) and Defendant Huber's reaction to plaintiff's pro-heterosexual speech. Plaintiff, the manager of PNP's human resources department, made a Facebook post criticizing a man wearing a dress and noting his ability to use the women's bathroom and/or dressing room. The court held that plaintiff's Title VII retaliation claim failed because Title VII does not protect against discrimination on the basis of sexual orientation and, even if it did, the district court did not err in finding that plaintiff could not have reasonably believed discrimination on the basis of sexual orientation was a prohibited practice. The court also held that the district court correctly dismissed the state claim because none of defendants were state actors and were therefore not covered by the the restrictions of Article 1, section 7 of the Louisiana constitution. View "O'Daniel v. Industrial Service Solutions" on Justia Law

Lonnie Beal sued his former employer, Shoals Extrusion, LLC, an aluminum-extrusion business in Florence, Alabama after his employment there was terminated in November 2015. Beal alleged that Shoals Extrusion breached the terms of his employment agreement by refusing to give him severance compensation and benefits to which he claims he was entitled. The Circuit Court entered a summary judgment in favor of Beal and awarded him $80,800. The Alabama Supreme Court found, however, a genuine issue of material fact about whether Beal first breached the terms of the employment agreement and whether such breach excused further performance by Shoals Extrusion under that agreement. Accordingly, the summary judgment was reversed and the case remanded for further proceedings. View "Shoals Extrusion, LLC v. Beal" on Justia Law

The DC Circuit denied UPS Ground's petition for review challenging the certification of a union at its Kutztown Pennsylvania distribution facility. The court held that UPS Ground failed to identify a defect in the Board's decision to certify the union where the Board certified an appropriate bargaining unit and reasonably determined that one of the drivers employed at the Kutztown center was an "employee" under the National Labor Relations Act and not a statutory "supervisor" who would be excluded from the Act's protections. The court held that UPS Ground's remaining objections to the application of the Board's rules and regulations all lacked merit. View "UPS Ground Freight, Inc. v. NLRB" on Justia Law

The Eighth Circuit reversed the district court's order vacating an arbitration award originally in favor of the union. The court held that the arbitration award drew its essence from the collective bargaining agreement. In this case, the arbitrator appropriately considered the relevant language of the Recognition Clause, even though it did not quote the Recognition Clause in its entirety. Accordingly, the court remanded for further proceedings. View "National Elevator Bargaining Assoc. v. International Union of Elevator Constructors" on Justia Law

The Second Circuit affirmed the district court's grant of summary judgment to defendants in an action alleging violations of Section 504 of the Rehabilitation Act, as well as state and city law. Plaintiff claimed that he experienced several adverse employment actions while he was employed at the DOI, because of his hearing disability. The district court held, among other things, that no reasonable jury could conclude that plaintiff had experienced any adverse employment action "solely by reason of" his disability. The court affirmed on different grounds and held that a plaintiff alleging an employment discrimination claim under Section 504 of the Rehabilitation Act must show that the plaintiff's disability was a but‐for cause of the employer's action, not the sole cause. The court agreed with the district court that plaintiff failed to provide sufficient support for his claim that he was retaliated against for making complaints, he was demoted in retaliation for appealing a negative performance review, and that the DOI subjected him to a slew of retaliatory actions. View "Natofsky v. City of New York" on Justia Law

Claimant Cozmin Gadalean, a commercial truck driver, was sent on a supervised delivery by and for employer as a pre-employment drive test. He was injured when he fell from employer’s truck. The Workers’ Compensation Board denied claimant coverage, concluding that he did not qualify as a worker at the time of the injury. The Court of Appeals reversed, holding that Oregon’s minimum wage laws would have entitled claimant to be paid for the delivery and that, therefore, he was a worker within the meaning of the workers’ compensation statute. The Oregon Supreme Court concluded the Court of Appeals erred, and affirmed the board’s denial of coverage. View "Gadalean v. SAIF" on Justia Law

The Supreme Court affirmed the opinion of the court of appeals affirming the decision of the Workers' Compensation Board affirming the ALJ's determination that Appellant was not entitled to benefits pursuant to Ky. Rev. Stat. 342 in connection with his injury while working as a bus driver for Transit Authority of River City (TARC), holding that the ALJ's decision denying Appellant benefits was supported by substantial evidence. While operating a TARC bus Appellant was assaulted by a passenger, resulting in injuries. TARC denied Appellant's claim for benefits pursuant to the special defense provided in Ky. Rev. Stat. 342.610(3), asserting that Appellant was the aggressor in the altercation and that he acted outside of the scope of his employment. After reviewing the evidence, the ALJ denied Appellant benefits. The Board and the court of appeals affirmed. The Supreme Court affirmed, holding that there was substantial evidence supporting the ALJ's determination to deny benefits. View "Trevino v. Transit Authority of River City" on Justia Law

The Supreme Court affirmed the judgment of the circuit court that the agreement furnished to Carol Greissman for signature did not violate Kentucky Rules of the Supreme Court 3.130, Rule 5.6 as a matter of law, holding that an obligatory Rule of Professional Conduct for attorneys carries public policy weight and that the agreement did not violate Rule 5.6. Greissman, an attorney, was terminated by Rawlings & Associates for refusing to sign an agreement providing for non-solicitation of Rawlings & Associates' customers or clients following the end of her employment. Greissman subsequently brought a wrongful termination claim. The circuit court granted summary judgment for Rawlings & Associates. The court of appeals upheld the circuit court's ultimate decision dismissing Greissman's complaint but concluded that Greissman's complaint should have been dismissed for failure to state a claim because the Rules of the Kentucky Supreme Court did not provide the public policy to support Greissman's wrongful termination claim. The Supreme Court affirmed on other grounds, holding (1) for purposes of wrongful termination actions, an obligatory Rule of Professional Conduct for attorneys carries equal public policy weight as any public policy set forth in statute or the Constitution; and (2) the agreement in this case did not violate Rule 5.6. View "Greissman v. Rawlings & Associates, PLLC" on Justia Law

The Supreme Court denied Petitioner's petition for a writ of quo warranto, which Petitioner filed after the Governor suspended her as Superintendent of Schools for Okaloosa County, holding that the Governor did not exceed his suspension authority. In an executive order, Governor Ron DeSantis invoked his authority under Fla. Const. art. IV, 7(a) to suspend Petitioner. In her petition for writ of quo warranto, Petitioner asserted that the misconduct alleged in the executive order was limited to conduct that occurred "exclusively" in Petitioner's prior term in office, and therefore, the Governor exceeded his suspension power. The Supreme Court disagreed, holding that the executive order alleged misconduct occurring in Petitioner's current term and satisfied the standard set forth in State ex rel. Hardie v. Coleman, 155 So. 129, 133 (Fla. 1933). View "Jackson v. DeSantis" on Justia Law

Plaintiff was hired as an Assistant Principal at Grosse Pointe South High School in 2012. In 2014, Hamka became principal of GPSHS. Plaintiff had difficulties with changes instituted by Hamka and complained about Hamka’s comments and conduct toward her. After a series of incidents, Plaintiff received a “minimally effective” rating for the 2014–2015 school year in her personnel file, but an “effective” rating was sent to the State of Michigan as a “placeholder” pending Plaintiff’s job search. Plaintiff received only a one-year contract instead of a two-year rolling contract. She became ineligible for any merit pay or step increases and was placed on an Individualized Development Plan (IDP). In 2015, the district’s superintendent transferred Plaintiff to Parcells Middle School because of her complaint against Hamka and the other incidents. Plaintiff took Family and Medical Leave Act (FMLA) leave from November 2015 to March 2016 due to stress but nonetheless received an “effective” rating and was given a two-year contract and taken off the IDP. Plaintiff filed an EEOC charge in December 2015 alleging gender discrimination and retaliation for her earlier complaint of gender discrimination and harassment, then filed suit under Title VII of the Civil Rights Act, 42 U.S.C. 2000e, the FMLA, 29 U.S.C. 2601, and state law. The district court granted the school district summary judgment. The Sixth Circuit reversed with respect to the gender discrimination and retaliation claims but affirmed with regard to the FMLA retaliation claim. View "Redlin v. Grosse Pointe Public School System" on Justia Law