Justia Labor & Employment Law Opinion Summaries

Saul Arellano, a roofer, was injured while working on a construction project for Sunrise Homes, Inc. He fell from a roof without fall protection equipment and sustained multiple injuries. Arellano received worker’s compensation benefits through Sunrise Homes after it was discovered that his direct employer did not carry worker’s compensation insurance. Subsequently, Arellano filed negligence and negligence per se claims against Sunrise Homes, arguing that his injuries fell under the “unprovoked physical aggression” exception to Idaho’s worker’s compensation exclusive remedy rule.The District Court of the Seventh Judicial District, Madison County, granted summary judgment in favor of Sunrise Homes. The court concluded that Arellano failed to provide clear and convincing evidence that his claims fell within the statutory exception to the exclusive remedy rule. Specifically, the court found no genuine issues of material fact that Sunrise Homes knew injury or death was substantially likely to occur due to the lack of fall protection equipment.The Supreme Court of the State of Idaho reviewed the case and affirmed the district court’s decision. The Supreme Court held that the district court erred in applying the “clear and convincing” evidentiary standard at the summary judgment stage. However, upon de novo review, the Supreme Court found that Arellano did not raise a genuine issue of material fact regarding Sunrise Homes’ knowledge that injury was substantially likely to occur. The court also rejected Arellano’s arguments that the 2020 amendments to Idaho Code section 72-209(3) codified a more lenient standard or reduced the burden of proof for plaintiffs. Consequently, the Supreme Court affirmed the district court’s order granting summary judgment to Sunrise Homes and awarded costs on appeal to Sunrise Homes. View "Arellano v. Sunrise Homes, Inc." on Justia Law

Dustin Clover sustained injuries while removing irrigation drip tape from a seed field while working for Crookham Company in 2018. Clover filed a complaint against Crookham, alleging that his injuries fell within an exception to the exclusive remedy rule under the Worker’s Compensation statutes, which allows for a separate civil action if the employer commits an act of “willful or unprovoked physical aggression.” Crookham moved for summary judgment, arguing that Clover failed to provide evidence supporting his claim. The district court agreed and granted summary judgment in favor of Crookham. Clover’s motion for reconsideration was also denied, leading to this appeal.The district court of the Third Judicial District of Idaho found that Clover’s injuries occurred during the course of his employment and were covered by worker’s compensation. The court concluded that Clover did not present sufficient evidence to show that Crookham’s actions fell under the “willful or unprovoked physical aggression” exception to the exclusive remedy rule. The court noted that there were no prior incidents or complaints about the drip tape lifter’s safety and that Crookham had used the equipment for nine seasons without injury.The Supreme Court of Idaho reviewed the case and affirmed the district court’s decision. The court held that Clover failed to demonstrate that Crookham consciously disregarded knowledge that the drip tape lifter was unsafe. The court also found that the district court did not abuse its discretion in excluding certain evidence and denying Clover’s motion for reconsideration. The court concluded that Clover did not present new facts sufficient to raise a genuine dispute of material fact. Consequently, the district court’s grant of summary judgment and denial of the motion for reconsideration were affirmed. Crookham was awarded costs as the prevailing party on appeal. View "Clover v. Crookham Company" on Justia Law

Stephen Lowery, a heavy equipment operator in the logging industry, filed a workers' compensation claim against his employer, Galen Kuykendall Logging, and its surety, Associated Loggers Exchange. Lowery claimed that his work caused a new occupational disease at the L3-4 level of his spine, distinct from his previous L5-S1 injury. Kuykendall Logging argued that Lowery's L3-4 condition was a continuation of his prior degenerative disease, which began in 1992.The Idaho Industrial Commission initially found that Lowery failed to prove his L3-4 injury resulted from an accident but concluded it was a compensable occupational disease. The Commission determined that Lowery's L3-4 condition arose independently from his previous L5-S1 issues and was aggravated by his work as a shovel logger. The Commission awarded Lowery medical and time loss benefits but denied permanent partial impairment or disability benefits. Kuykendall Logging filed a motion for reconsideration, arguing that Lowery's occupational disease manifested while he was employed by another company, Evergreen Timber.The Idaho Supreme Court reviewed the case and affirmed the Commission's decision. The Court held that the Commission's findings were supported by substantial evidence, including expert opinions that Lowery's L3-4 condition was a new occupational disease caused by his work. The Court also agreed that Lowery's occupational disease manifested on or after June 19, 2019, while he was employed by Kuykendall Logging. The Court found that Lowery complied with the notice and limitation requirements and that the Nelson doctrine did not preclude his recovery. Finally, the Court held that the Commission did not abuse its discretion by retaining jurisdiction and holding a second hearing to determine Lowery's last injurious exposure. View "Lowery v. Kuykendall" on Justia Law

Four former employees of Litster Frost Injury Lawyers (LFIL) filed a lawsuit against LFIL and its former sole shareholder, Martha Frost, for unpaid wages and breach of an employment agreement. They claimed LFIL owed them compensation in the form of wages, bonuses, profit sharing, and other expenses incurred while employed. The district court granted summary judgment in favor of LFIL, concluding that the employees' claims were time-barred by the one-year statute of limitations under Idaho Code section 45-614 and that the employment agreement was an unenforceable "agreement to agree."The employees appealed, arguing that the district court erred in determining that the provisions of the employment agreement were not severable or enforceable and that the court should have supplied a "reasonable time" for performance. LFIL cross-appealed, arguing that the district court erred in denying their request for attorney fees following summary judgment.The Supreme Court of Idaho reviewed the case and held that the district court did not err in granting summary judgment on the employees' breach of contract claims because the employment agreement was unenforceable. The court found that the agreement's essential terms were too indefinite and subject to future negotiations. However, the court reversed the district court's decision regarding Sarah's reimbursement claim, finding that issues of material fact existed as to whether her claim fell within Idaho's Wage Claim Act. The court affirmed the district court's grant of summary judgment on all other claims.The Supreme Court also reversed the district court's decision on attorney fees, holding that the district court did not apply the correct legal standard. The court remanded the case for further proceedings consistent with its opinion. Attorney fees on appeal were awarded to LFIL for the time spent responding to certain claims, and costs were awarded to LFIL. View "Litster v. Litster Frost Injury Lawyers PLLC" on Justia Law

Nattalia Castell was employed as a senior accountant for Money Metals Exchange, LLC. She was discharged after allegedly mishandling an Idaho Department of Labor (IDOL) notice regarding her boyfriend's unemployment benefits application. Castell applied for unemployment benefits, but an IDOL appeals examiner excluded her boyfriend from testifying, denied her request to reopen the hearing to read a statement, and found that she was terminated for employment-related misconduct, making her ineligible for benefits.Castell appealed to the Idaho Industrial Commission, which denied her request to reopen the hearing and affirmed the appeals examiner's decision. The Commission found that Castell's actions constituted misconduct, as she failed to disclose a conflict of interest and mishandled the notice. Castell then appealed to the Idaho Supreme Court.The Idaho Supreme Court reviewed the case and affirmed the Commission's decision. The Court held that the appeals examiner did not err in excluding the boyfriend's testimony or in denying Castell's request to reopen the hearing. The Court also found that the Commission's determination that Castell was discharged for employment-related misconduct was supported by substantial and competent evidence. The Court concluded that Castell's actions disregarded a standard of behavior that Money Metals had a right to expect from its employees, and her claim of retaliation was not supported by evidence. View "Castell v. IDOL" on Justia Law

In 2018, Dustin Clover sustained injuries while removing irrigation drip tape from a seed field while working for Crookham Company. Clover filed a complaint against Crookham, alleging that his injuries fell within an exception to the exclusive remedy rule under Idaho’s Worker’s Compensation statutes, which allows for a separate civil action if the employer commits an act of “willful or unprovoked physical aggression.” Crookham moved for summary judgment, arguing that Clover failed to provide evidence supporting this claim. The district court agreed and granted summary judgment in favor of Crookham. Clover’s motion for reconsideration was also denied, leading him to appeal.The District Court of the Third Judicial District of Idaho initially reviewed the case. The court found that Clover’s injuries occurred during the course and scope of his employment and were covered by worker’s compensation. It concluded that Clover did not present sufficient evidence to show that Crookham’s actions met the “willful or unprovoked physical aggression” exception to the exclusive remedy rule. The court granted summary judgment to Crookham and denied Clover’s motion for reconsideration, which included new evidence and arguments that were deemed untimely and insufficient to alter the court’s original decision.The Supreme Court of the State of Idaho reviewed the case on appeal. The court affirmed the district court’s decision, holding that Clover failed to demonstrate that Crookham engaged in conduct knowing that employee injury would result. The court found no evidence that Crookham consciously disregarded knowledge of a significant risk posed by the drip tape lifter. Additionally, the court upheld the district court’s exclusion of evidence related to subsequent remedial measures and denied Clover’s motion for reconsideration, concluding that the new evidence presented did not raise a genuine issue of material fact. The Supreme Court awarded costs to Crookham as the prevailing party. View "Clover v. Crookham Company" on Justia Law

Samuel Hickman was electrocuted while working on a construction site when a boom crane contacted overhead power lines. Hickman and his wife filed a personal injury lawsuit against Boomers, LLC, its owner Michael Landon, and employee Colter James Johnson, alleging negligence and recklessness. Boomers moved for summary judgment, claiming immunity under Idaho’s Worker’s Compensation Law. Hickman argued that the accident fell under the “willful or unprovoked physical aggression” exception to the exclusive remedy rule. The district court granted summary judgment for Boomers and denied Hickman’s motion for reconsideration.The district court applied the 2020 amended version of Idaho Code section 72-209(3), which clarified the “willful or unprovoked physical aggression” exception, and concluded that Boomers did not intend to harm Hickman or have actual knowledge that injury was substantially likely. Hickman appealed, arguing that the district court should have applied the pre-amendment version of the statute and the standard from Gomez v. Crookham Co., which interpreted the exception to include conscious disregard of knowledge that an injury would result.The Supreme Court of Idaho reversed the district court’s decision, holding that the pre-amendment version of section 72-209(3) and the Gomez standard should apply. The court found that the additional evidence submitted by Hickman in his motion for reconsideration created a genuine issue of material fact regarding whether Johnson consciously disregarded the known risk of injury from the power lines. The case was remanded for further proceedings consistent with this opinion. View "Hickman v. Boomers, LLC" on Justia Law

Robert Nelson, a car salesman, sustained a back injury on March 29, 2018, while working for Dependable Auto Sales. He experienced significant back pain the following day, leading to a diagnosis of acute back pain with left radiculopathy. Nelson filed a worker’s compensation claim and underwent various treatments and evaluations. Medical opinions varied, with some attributing his back issues to preexisting conditions and obesity, while others recognized a work-related aggravation. Nelson also had a history of preexisting injuries, including knee surgeries and osteoarthritis.Nelson settled his worker’s compensation claim with his employer in September 2019 and subsequently filed a claim against the Idaho Industrial Special Indemnity Fund (ISIF) for total and permanent disability benefits. The Idaho Industrial Commission denied his claim, finding that Nelson failed to prove he was totally and permanently disabled or that he suffered a permanent impairment due to the work-related accident. The Commission’s decision was influenced by its determination that Nelson was not a credible witness, citing inconsistencies in his testimony and a prior conviction for insurance fraud.The Supreme Court of Idaho reviewed the case and affirmed the Commission’s decision. The Court found that substantial and competent evidence supported the Commission’s credibility determination, despite some errors in the Commission’s findings. The Court upheld the Commission’s conclusion that Nelson was not totally and permanently disabled, as the evidence indicated that there was still a labor market for him, even under the most restrictive limitations. The Court did not address the alternative finding regarding permanent impairment. View "Nelson v. State of Idaho, Industrial Special Indemnity Fund" on Justia Law

The case revolves around Thomas E. Hennig, Jr., who was discharged from his job at Money Metals Exchange, L.L.C. after making a controversial comment on the company's instant messaging system. Hennig referred to himself as his employer’s “good little Nazi” in a joke about enforcing the company’s time clock rules. After his termination, Hennig applied for unemployment benefits, but his application was denied by the Idaho Department of Labor (IDOL) on the grounds that he was discharged for misconduct connected with his employment. Hennig appealed this decision to the Idaho Industrial Commission, which upheld the IDOL's decision.Hennig then appealed to the Supreme Court of the State of Idaho, arguing that the Commission’s decision was unsupported by competent and substantial evidence. He contended that his use of the term "Nazi" was not objectively unprofessional and that the company had tolerated racist remarks from another employee. The Supreme Court of Idaho reversed the Commission’s decision and remanded the case for further proceedings. The court found that the Commission had failed to properly analyze whether the company's expectations of Hennig's behavior were objectively reasonable, given evidence that it had tolerated racist comments from another co-worker and then promoted him to a supervisory position. The court also found that the Commission had failed to consider Hennig's claim that the company had encouraged his unorthodox humor. View "Hennig v. Money Metals Exchange" on Justia Law

The case revolves around a workers' compensation claim filed by Christine Coray after she was injured at her workplace, Idaho Regional Hand & Upper Extremity Center. Following her injury, Coray's physician recommended back surgery. However, after an independent medical examination (IME) requested by her employer and its surety, they denied liability for the surgery and ongoing benefits, arguing that Coray had recovered from the workplace injury and that the surgery was necessitated by preexisting conditions. After undergoing surgery outside of the workers' compensation system, her employer requested a second IME by a different physician. Coray refused and sought a declaratory ruling from the Idaho Industrial Commission on whether the employer must use the same physician for multiple examinations of a single injury.The Idaho Industrial Commission ruled that the employer or surety is not required to use the same physician for multiple examinations of a single injury under Idaho Code section 72-433. However, it also held that each request for an IME is subject to a reasonableness standard, and the burden of proof for establishing reasonableness falls on the employer. Coray appealed this interpretation, while the employer cross-appealed the Commission's conclusion that it bears the burden of proving the reasonableness of a second IME.The Supreme Court of the State of Idaho affirmed the Idaho Industrial Commission's decision. It held that the plain language of Idaho Code section 72-433 does not prohibit an employer or surety from using different physicians to perform multiple examinations of a single injury. The court also affirmed the Commission's ruling that the employer bears the burden of establishing the reasonableness of its requested IME, including its choice of physician, if raised by the employee. View "Coray v. Idaho Regional Hand & Upper Extremity Center" on Justia Law