Justia Labor & Employment Law Opinion Summaries

After 36 years of service with the Alaska Railroad Corporation, most of those years as a conductor, Harry Ross, an African-American man, applied for a newly created managerial trainmaster position, but he was not chosen. He brought an unsuccessful internal racial discrimination complaint. He brought a similar complaint before the Alaska State Commission for Human Rights, and it was denied. He then appealed to the superior court, and it ultimately affirmed the Commission’s determination that he had failed to carry his burden of showing racial discrimination. On appeal to us, the man contends that the Railroad’s stated reasons for not hiring him were pretextual. Although the Alaska Supreme Court found some basis for Ross’ arguments that a hiring panel member may have harbored racial prejudice and that the explanation that he was not chosen because of poor interview performance was a post-hoc rationalization, the Court reviewed the Commission’s determination only for substantial supporting evidence. Under this deferential standard of review, the Supreme Court concluded the evidence detracting from the Commission’s determination was not dramatically disproportionate to the supporting evidence. Because substantial evidence in the record thus supported the Commission’s determination, the Court affirmed the superior court’s decision upholding it. View "Ross v. Alaska Human Rights Commission" on Justia Law

Jeff Graham was employed as a firefighter/EMT by the Anchorage Fire Department (AFD). He worked for AFD since 1995 and has held his then-current position since 2003. After taking AFD’s engineer promotional exam in 2010, Graham wrote a letter to the AFD fire chief criticizing the subjective nature of the test. In 2012 Graham failed the interview portion of the engineer exam. He subsequently filed a complaint with the Alaska State Commission for Human Rights, alleging discrimination on the basis of his race (Korean) and age (48). He also petitioned his union, the International Association of Firefighters Local 1264 (the Union), to file a grievance against the Municipality of Anchorage on his behalf, under the Union’s Collective Bargaining Agreement (CBA) with the Municipality. Graham later prevailed in a civil suit against the Municipality of Anchorage for breach of contract and breach of the implied covenant of good faith and fair dealing. He was awarded partial attorney’s fees under Alaska Civil Rule 82(b)(1). Graham argued he should have instead been awarded full fees and costs under his union’s collective bargaining agreement with the Municipality. Because the fee recovery provision in the agreement was not applicable to Graham’s case, the Alaska Supreme Court affirmed the superior court’s order denying Graham’s motion for full attorney’s fees and costs. View "Graham v. Municipality of Anchorage" on Justia Law

An employer disputed liability for attorney’s fees the Alaska Workers’ Compensation Appeals Commission awarded an employee, contending that the employee was not a successful party in the appeal and that the amount awarded was unreasonable. The Alaska Supreme Court found the Commission’s underlying decision on the merits included a remand on one issue; the Supreme Court asked the parties to provide supplemental briefing on the question whether the attorney’s fees order was final for purposes of appeal. The Supreme Court held that such orders were not final for purposes of appeal, but it treated the putative appeal as a petition for review, grant review, and affirmed the Commission’s attorney’s fees award. View "D&D Services, LLC d/b/a Novus Auto Glass & Ohio v. Cavitt" on Justia Law

John Buckley started working for Labor Ready, Inc., a temporary employment service, in 2009. He was injured on assignment for a shipping company. At the time of injury he was performing a task prohibited by the contract between the temporary employment service and the shipping company. The injury resulted in loss of the worker’s hand and part of his arm. After getting workers’ compensation benefits from the temporary employment service, the worker brought a negligence action against the shipping company and one shipping company employee. The superior court decided on cross-motions for summary judgment that the exclusive liability provision of the Alaska Workers’ Compensation Act (Act) barred the action. The Alaska Supreme Court reverse, finding material issues of fact precluded disposition by summary judgment. View "Buckley v. American Fast Freight, Inc." on Justia Law

Petitioner Theodore Morrison had surgery on his right knee in 2004 after injuring it at work. He returned to work after the surgery and did not consult a doctor about that knee for almost ten years, until he again injured it in 2014 while working for a different employer. Following the 2014 injury he sought to have arthroscopic surgery as his doctor recommended. His 2014 employer disputed its liability for continued medical care, and the worker filed a written claim against the 2014 employer. The Alaska Workers’ Compensation Board joined the earlier employer to the claim and decided, after a hearing, that the 2014 work injury was the substantial cause of the worker’s current need for medical care, requiring the 2014 employer to pay the cost of treatment for the right knee. The 2014 employer appealed to the Alaska Workers’ Compensation Appeals Commission, which decided the Board misapplied the new compensability standard and remanded the case to the Board for further proceedings. Morrison petitioned the Alaska Supreme Court for review of the Commission’s decision, and the Supreme Court reversed the Commission’s decision and reinstated the Board’s award. Based on the medical testimony, the Court found the Board identified two possible causes of Morrison’s need for medical treatment at the time of the hearing. It then considered the extent to which the two causes contributed to that need and decided the 2014 injury was the more important cause of the need for treatment then. "The legislature gave the Board discretion to assign a cause based on the evidence before it. The Board did here what the statute directs." View "Morrison v. Alaska Interstate Construction Inc." on Justia Law

The Alaska Workers’ Compensation Board denied a Bryce Warnke-Green's request that his employer pay for a van modified to accommodate his work-related disability. On appeal, the Alaska Workers’ Compensation Appeals Commission decided that a modifiable van was a compensable medical benefit. Warnke-Green moved for attorney’s fees. The Commission reduced the attorney’s hourly rate, deducted a few time entries, and awarded him less than half of what was requested. Warnke-Green asked the Commission to reconsider its award, but the Commission declined to do so because of its view that the Alaska Workers’ Compensation Act (the Act) allowed it to reconsider only the final decision on the merits of an appeal. The Alaska Supreme Court granted Warnke-Green's petition for review, and held that the Commission had the necessarily incidental authority to reconsider its non-final decisions. The Court also reversed the Commission’s award of attorney’s fees and remanded for an award that was fully compensable and reasonable. View "Warnke-Green v. Pro-West Contractors, LLC" on Justia Law

A former employee of the Department of Health and Social Services (DHSS), Terri Reynolds-Rogers, brought a wrongful discharge suit against the State. At the time of her termination she had four union grievances pending against DHSS, and her union filed another based on the termination. The union settled all five grievances in exchange for a payment to the employee. She later sued DHSS for wrongful termination, alleging both breach of the covenant of good faith and fair dealing and several torts, including retaliatory discharge and failure to accommodate her disabilities. The superior court granted DHSS’s motion for summary judgment and entered final judgment against the employee. After review, the Alaska Supreme Court concluded the superior court was correct in deciding that the employee’s claims were resolved by the settlement of her grievances, were barred by the statute of limitations, or were legally insufficient in light of the undisputed facts. View "Reynolds-Rogers v. Alaska, Dept. of Health & Social Services" on Justia Law

An employer asked medical specialists to evaluate a worker with injuries to different body systems arising out of one work-related accident. The doctors gave two separate opinions, almost a year apart, about final medical stability and relevant permanent impairment ratings in their separate specialities. The employer paid no compensation based on the impairment ratings until almost three months after the second impairment rating. The worker asked the Alaska Workers’ Compensation Board to order a penalty for late payment of impairment-related compensation benefits, but the Board agreed with the employer that no impairment-related compensation was payable until the employer obtained a combined impairment rating. The Alaska Workers’ Compensation Appeals Commission reversed the Board’s decision, concluding that initial impairment-related compensation was payable upon notice of the first impairment rating and further impairment-related compensation was payable upon notice of the second impairment rating. The employer appealed, but finding no reversible error, the Alaska Supreme Court affirmed. View "Unisea, Inc. v. Morales" on Justia Law

After a bench trial, the superior court determined that a pilot who flew seasonally for a remote wilderness lodge, was a professional employee and therefore subject to an exemption from the overtime requirements of the Alaska Wage and Hour Act. The Alaska Supreme Court reversed that decision on appeal, holding that the pilot was not exempt, and remanded the case for a determination of the overtime hours actually worked. On remand the superior court framed the issue as whether the pilot, during his time at the lodge, was “engaged to wait or waiting to be engaged.” The superior court applied a multi-factor test and found that the pilot was “waiting to be engaged” and therefore was not entitled to overtime compensation for hours other than those he spent actually performing duties for his employer. The court found that the pilot had worked 6.4 hours of unpaid overtime but declined to award liquidated damages, finding that an exception to the liquidated damages statute applied because the lodge had acted reasonably and in good faith. The court also declined to award attorney’s fees to the lodge despite the fact that it had bettered the terms of several offers of judgment. Both parties appealed. The Supreme Court concluded the superior court did not err in its legal analysis when determining whether the pilot was entitled to overtime compensation. Furthermore, the Court affirmed the superior court’s decision not to award attorney’s fees to the employer. But because the superior court made no findings about the lodge’s subjective good faith, the case was remanded for further consideration of liquidated damages and whether the good-faith exception applied. View "Moody v. Royal Wolf Lodge" on Justia Law

Steven Levi appealed a superior court decision affirming a Department of Labor and Workforce Development order requiring him to repay several months of unemployment insurance benefits plus interest and penalties because he under-reported his weekly income while receiving benefits. Based on a Department handbook, Levi argued he was not required to report his wages unless he earned more than $50 per day. The Alaska Supreme Court determined Levi’s reading of the handbook was unreasonable. Nonetheless, the governing statute required a reduction in benefits whenever a claimant’s wages were more than $50 per week. Levi made other arguments, but the Court found no merit to any of them. The Court affirmed the superior court’s decision. View "Levi v. State, Dept. of Labor and Workforce Development" on Justia Law