Justia Labor & Employment Law Opinion Summaries

The Supreme Court affirmed the order of the circuit court certifying a class pursuant to Ark. R. Civ. P. 23, holding that the circuit court properly granted the class certification filed by Appellees. Appellees, employees of Appellant, filed their class-action complaint alleging breach of contract and unjust enrichment based on Appellant's failure to compensate them for earned but unused vacation time. The circuit court entered an amended order granting class certification. The Supreme Court affirmed, holding (1) Appellees met their burden of proof as to the commonality requirement; (2) Appellees met their burden of proof as to the predominance requirement; and (3) a class action was a superior means of resolving the contractual dispute at the heart of this case. View "Industrial Welding Supplies of Hattiesburg, LLC v. Pinson" on Justia Law

In this case alleging unjust enrichment, breach of contract, and promissory estoppel the Supreme Court reversed the order of the circuit court denying Appellants' motion for class certification, holding that the circuit court abused its discretion in concluding that Appellants did not meet the Ark. R. Civ. P. 23 requirements for class certification. Appellants, former employees of Cooper Clinic, P.A., filed a class-action complaint against Cooper Clinic and the entities that acquired Cooper Clinic's assets (collectively, Mercy). Appellants sought to certify a class to consist of individuals who worked for Cooper Clinic and were terminated as part of the merger with Mercy without being paid for their unused vacation time. The circuit court denied the motion for class certification on the basis that all former employees had eventually been paid for their unused vacation time. The Supreme Court reversed, holding that the class of individuals who were not paid for their unused vacation time at the time of the termination of their employment with Cooper Clinic still existed and that the circuit court abused its discretion by relying on Cooper Clinic's payments to employees with unused vacation-time balances to defeat Rule 23's requirements. View "Vaughn v. Mercy Clinic Fort Smith Communities" on Justia Law

The Court of Appeal held that Allergan was not entitled to summary adjudication of plaintiff's first cause of action for disability discrimination. The court held that plaintiff provided direct evidence of disability discrimination where Allergan terminated him because the temporary corporate benefits staffer mistakenly believed he was totally disabled and unable to work. The court held that Allergan was not entitled to summary adjudication of plaintiff's fourth cause of action for retaliation where plaintiff's emails would permit a reasonable trier of fact to find that he sufficiently communicated to Allergan that he believed the way he was treated (i.e. ignored and not accommodated for his disability) was discriminatory. Furthermore, Allergan failed to articulate a legitimate nondiscriminatory reason for plaintiff's termination. The court held that plaintiff's fifth cause of action for failure to prevent discrimination and seventh cause of action for wrongful termination in violation of public policy should survive summary adjudication for the same reasons as his causes of action for discrimination and retaliation. Accordingly, the court issued a peremptory writ of mandate vacating the trial court's order to the extent it granted summary adjudication on these causes of action. View "Glynn v. Superior Court" on Justia Law

The Ohio Department of Public Safety fired Trooper Johnson after he sexually harassed women while on duty. When the Department learned of the first incident, it let him sign a “Last Chance Agreement,” which said the Department would not fire him if he followed the rules for two years. When the Department learned of another incident, it fired Morris Johnson for violating the Last Chance Agreement. The district court and Sixth Circuit found that the Department did not racially discriminate against Johnson in doing so. Johnson did not show that he was “similarly situated” in all of the relevant respects to an employee of a different race who was treated better. While Johnson and a white trooper both acted inappropriately, their situations were different. The white trooper’s first incident was unverified while the Department verified all of Johnson’s incidents. Johnson propositioned a woman to go out with him; the white trooper did not. Johnson pulled a woman over without probable cause to ask her out; the white trooper did not. Johnson went to a woman’s home; the white trooper did not. The two troopers had different direct supervisors and were subject to different standards because Johnson signed a Last Chance Agreement. View "Johnson v. Ohio Department of Public Safety" on Justia Law

In 2010-2016, Valdivia worked for the District and received excellent performance evaluations. In 2016, she began reporting to Sisi. Valdivia began experiencing insomnia, weight loss, uncontrollable crying, racing thoughts, inability to concentrate, and exhaustion. Valdivia went into work late and left work early because she could not control her crying. She told Sisi about her symptoms and asked for a 10‐month position, instead of her 12‐month job. Sisi declined. After a third conversation, Sisi told Valdivia that she needed to decide whether she was staying. Valdivia sought out Sisi several more times and eventually submitted her resignation. Valdivia immediately regretted her decision and went to Sisi’s home, crying and asking to rescind her resignation. Sisi denied that request. Valdivia's physician noted depression. The next day, Valdivia began her new job; she was able to work for only four days before quitting. She was hospitalized and treated for anxiety and severe major depressive disorder. A psychiatrist later testified that it would be “difficult for anybody to work” with her symptoms. She sued under the Family and Medical Leave Act, 29 U.S.C. 2601−2654, claiming that the District interfered with her rights by failing to provide her with notice or information about her right to take job‐protected leave. A jury awarded her $12,000 in damages. The Seventh Circuit affirmed the denial of the District’s motion for judgment as a matter of law. The District has not met the high bar to set aside a jury verdict. The District had notice of Valdivia’s problem through her conduct and direct reports. View "Valdivia v. Township High School District 214" on Justia Law

Jonella Tesone claimed that Empire Marketing Strategies (“EMS”) discriminated against her under the Americans with Disabilities Act (“ADA”) when it terminated her employment. The district court granted summary judgment to EMS. EMS hired Tesone as a Product Retail Sales Merchandiser. Her job duties included changing or “resetting” retail displays in grocery stores. When she was hired, Tesone informed EMS that she had back problems and could not lift more than 15 pounds. On appeal, Tesone alleged the district court erred when it denIed her motions: (1) to amend the scheduling order to extend the time for her to designate an expert; and (2) amend her complaint. She also contended the district court erred in granting summary judgment to EMS. The Tenth Circuit determined the district court did not err with respect to denying Tesone’s motions, but did err in granting summary judgment in favor of EMS. “Whether Ms. Tesone can make a prima facile case of a disability, and whether her doctor’s note can be considered at summary judgment, is open to the district court’s further consideration.” View "Tesone v. Empire Marketing Strategies" on Justia Law

McCurry worked at an Illinois warehouse owned by Mars, the candy maker, and operated by Kenco, a management firm. In 2015 Kenco lost its contract with Mars and laid off its Mars employees, including McCurry. A year later, she filed two “rambling” pro se complaints accusing Kenco, Mars, and several of her supervisors of discriminating against her based on her race, sex, age, and disability and claiming that Kenco and Mars conspired to violate her civil rights. The district court dismissed some of the claims. The defendants moved for summary judgment on the rest. McCurry’s response violated Local Rule 7.1(D)(2)(b)(6), under which the failure to properly respond to a numbered fact in an opponent’s statement of facts “will be deemed an admission of the fact.” Where McCurry did respond, she frequently simply stated that she “objected” to the statement without stating a basis for her objection. The judge accepted the defendants’ factual submissions as admitted and entered judgment in their favor. The Seventh Circuit affirmed. McCurry did not challenge the judge’s decision to enforce the local summary-judgment rule. As a result, the uncontested record contains no evidence to support a viable discrimination or conspiracy claim. The court called the appeal “utterly frivolous and McCurry’s monstrosity of an appellate brief” incoherent, and ordered her appellate lawyer to show cause why he should not be sanctioned or otherwise disciplined. View "McCurry v. Kenco Logistic Services, LLC" on Justia Law

McGuffin began his employment with SSA as a preference-eligible veteran, entitled to receive CSRA (Civil Service Reform Act, 92. Stat. 1111) protections after one year. During his first months, McGuffin had a low case completion rate and had cases that were past the seven-day benchmark. He requested training; SSA sent him to a training course. SSA was apparently otherwise satisfied with his work. About eight months after his hiring, SSA began to consider terminating McGuffin. It was noted that, as a preference-eligible veteran in the excepted service, McGuffin would acquire procedural and appellate rights after completing one year of service, so that “McGuffin must be terminated prior to the end of his first year” while another employee could be terminated "within her 2-year trial work period.” Although his work improved, four days before attaining full employee status, SSA terminated McGuffin for failure to “satisfactorily perform the duties” of the attorney advisor position. In a case under the Uniformed Services Employment and Reemployment Rights Act, 38 U.S.C. 4301–35, which prohibits discrimination based on military service, the Federal Circuit reversed the Merit Systems Protection Board. SSA closed the door on McGuffin before the end of his first year to avoid the inconvenience of defending itself should McGuffin assert his procedural CRSA safeguards. McGuffin’s preference-eligible veteran status was a substantial factor in SSA’s termination decision. McGuffin was not performing so poorly as to justify the rush to remove him. View "McGuffin v. Social Security Administration" on Justia Law

Coleman challenged the Commission's decision that its 18 working-days-late response to a citation notice that had been misplaced in the company's internal mail system demonstrated inexcusable neglect and barred the company from contesting the citations for nearly $70,000. The Fifth Circuit held that the Commission's decision misapplied Federal Rule of Civil Procedure 60(b), which applied under the Commission's own regulations. The court held that the equities weighed in favor of the Company having an opportunity to assert its defenses in OSHA's administrative proceedings. Therefore, the Commission's contrary determination denying relief from the untimely filing was legally in error and an abuse of discretion. Accordingly, the court vacated that decision, remanding for a hearing on the merits of the OSHA violations. View "Coleman Hammons Construction Co. v. Occupational Safety and Health Review Commission" on Justia Law

Babb worked as a Certified Registered Nurse Anesthetist at Maryville, a small practice group. Approximately a month into her employment, one of Maryville’s physician-owners observed Babb “placing her face very close to a computer screen.” Babb stated that she suffered from a “degenerative retinal condition” that made it hard for her to read certain screens and medical records but that this disorder did not affect her ability to do her job. Other Maryville physician-owners later raised similar concerns regarding Babb’s vision. At a meeting, Babb explained her diagnosis and insisted that the disorder did not affect her ability to do her job, One doctor asked Babb if she had “disability insurance.” Others requested a report by an ophthalmologist. One opined that they might have to “talk to [their] attorney.” Babb’s annual evaluations mentioned Babb’s vision problems. Babb subsequently committed clinical errors unrelated to her vision. In communicating its decision to terminate Babb, Maryville focused exclusively on her clinical errors. Babb claims nobody had criticized her anesthesiology techniques before her termination. An internal email focused on Babb’s worsening vision problems. Babb sued Maryville under the Americans with Disabilities Act (ADA) prohibition on discrimination against employees “regarded as” disabled, 42 U.S.C. 12102(1)(C). The district court granted Maryville summary judgment. The Sixth Circuit reversed. The district court overlooked too many genuine factual disputes and improperly excluded expert testimony favorable to Babb. View "Babb v. Maryville Anesthesiologists, P.C." on Justia Law