Justia Labor & Employment Law Opinion Summaries

Sarah Kingsbury, a pharmacy technician, suffered a workplace injury at Walmart in August 2021 and subsequently sought workers’ compensation benefits for injuries to her right lower extremity and right shoulder. She later amended her claim to include the Second Injury Fund of Iowa, citing a prior left lower extremity injury from 2009. Kingsbury and Walmart entered into a compromise settlement in which Walmart did not admit the extent of permanent disability, though it accepted responsibility for the injury itself. The settlement was for a lump sum and explicitly released Walmart from all further liability related to the injury, without specifying a degree of permanent disability.The deputy workers’ compensation commissioner granted summary judgment to the Fund, finding that Kingsbury’s settlement with Walmart precluded her from proving a compensable permanent disability necessary to trigger Fund liability. The commissioner affirmed this decision. Kingsbury sought judicial review, and the Iowa District Court for Polk County reversed the commissioner’s decision, concluding the settlement with Walmart did not bar her claim against the Fund.The Supreme Court of Iowa reviewed the case and held that, under Iowa Code section 85.35(10), a compromise settlement with an employer that does not establish liability for permanent disability bars a subsequent claim against the Second Injury Fund for the same subject matter. The court reasoned that Fund liability is contingent upon first establishing the employer’s liability for permanent disability, which was not done here due to the nature of the compromise settlement. Therefore, the Supreme Court of Iowa reversed the district court’s ruling and remanded the case with instructions to affirm the commissioner’s dismissal of Kingsbury’s claim against the Fund. View "Kingsbury v. Second Injury Fund of Iowa" on Justia Law

A long-serving and well-regarded police sergeant with the Des Moines Police Department experienced significant mental health difficulties after his close friend and fellow officer died by suicide. Several months later, following a night of heavy drinking at a family event, the sergeant drove while intoxicated and was arrested after engaging in belligerent and threatening conduct toward other officers. He subsequently sought psychological help and was diagnosed with post-traumatic stress disorder (PTSD) linked to his friend’s death. The police chief terminated his employment the day after he disclosed his PTSD diagnosis, despite his remorse and efforts to seek treatment.The sergeant brought suit in the Iowa District Court for Polk County under the Iowa Civil Rights Act, alleging that his termination constituted disability discrimination and that the city failed to provide a reasonable accommodation for his PTSD. At trial, the jury found in his favor on both claims and awarded substantial damages. The district court entered judgment for the plaintiff. The City appealed, arguing that the jury’s verdict was tainted by an erroneous jury instruction and that no reasonable accommodation was timely requested.On appeal, the Iowa Court of Appeals found that the evidence supported submitting the disability discrimination claim to the jury but determined that the jury instructions given—particularly one about stereotypes and unconscious bias—misstated the law and warranted a new trial on that claim. The appellate court also ruled that the failure-to-accommodate claim failed as a matter of law because the request for accommodation came only after misconduct occurred. The Iowa Supreme Court affirmed the appellate court’s decision, reversed the district court’s judgment, and remanded for a new trial on the disability-discrimination claim, holding that the instructional error required a new trial and that the failure-to-accommodate claim could not proceed. View "Hunter v. City of Des Moines, Iowa" on Justia Law

An employee at a quarry died after falling through an unsecured catwalk gate into dangerous machinery. The machinery, used for processing lime, was typically secured by metal linchpins, but at the time of the accident, the gate was fastened only with a metal wire instead of the pins. The worker’s family brought suit against two of his co-employees, a supervisor and a safety director, alleging gross negligence for failing to prevent the accident. Both defendants testified that they did not know the securing pins were missing, and there had been no prior similar accidents since safety rails were installed decades earlier.After a jury trial in the Iowa District Court for Benton County, the plaintiffs were awarded damages totaling approximately $2.84 million. The district court denied the defendants’ post-trial motions. On appeal, the Iowa Court of Appeals affirmed, reasoning that the evidence supported the conclusion that injury was probable under the circumstances, and relied in part on what the defendants should have known.The Supreme Court of Iowa reviewed the case and determined that, under Iowa law, recovery for co-employee gross negligence requires proof that the defendants had actual knowledge of the specific peril—the missing pins that left the gate unsecured. The court found that there was no evidence either defendant actually knew about the missing pins or unsecured gate. As a result, the legal standard for gross negligence was not met. The Supreme Court of Iowa vacated the decision of the court of appeals, reversed the judgment of the district court, and remanded the case for dismissal, holding that the plaintiffs’ exclusive remedy was under the state’s workers’ compensation statute. View "Griffith v. Kulper" on Justia Law

A corrections officer at the Anamosa State Penitentiary was killed during a prison escape attempt in March 2021, along with a nurse, when two inmates armed themselves with tools from the prison’s machine shop and attacked staff in the infirmary. The inmates were apprehended and convicted of first-degree murder. The officer’s surviving spouse filed compensation claims with the state appeal board against co-employees of the Iowa Department of Corrections, alleging gross negligence contributed to the security lapses that enabled the attack. The claims identified several co-employees by name as potential parties at fault.After the claims were withdrawn due to lack of resolution, the surviving spouse filed suit in the Iowa District Court for Jones County against twenty-six co-employees, including some not previously named in the administrative process. The defendants moved to dismiss, arguing that Iowa’s workers’ compensation law precluded gross negligence claims against state or local government co-employees, that the spouse failed to comply with administrative requirements under the Iowa Tort Claims Act (ITCA), and that the pleading was insufficient under qualified immunity standards. The district court denied the motion on all grounds.The Iowa Supreme Court reviewed the case after treating the appeal as an interlocutory application. The court held that Iowa Code section 85.2 does not bar gross negligence claims against state co-employees; such claims are permissible under section 85.20(2). The court also found that, while the administrative claims process under the ITCA was satisfied as to those co-employees named in the initial claims, it was not satisfied for those not identified. Therefore, the motion to dismiss was properly denied for co-employees named in the administrative claims and should have been granted for those who were not. The denial was affirmed in part, reversed in part, and the case remanded. View "Montague v. Skinner" on Justia Law

An employee suffered a back injury while working as a loader and material handler, which required him to lift heavy objects. After the injury, he received medical treatment and was placed on a weight restriction but continued working for the same employer at a slightly higher wage. Later, he voluntarily left that job for personal reasons and obtained new employment at higher wages. The employee eventually filed a claim for workers’ compensation benefits, and medical evaluations determined he had a permanent impairment to his back.A deputy workers’ compensation commissioner found that the employee had an 8% functional impairment and, applying the “industrial method,” determined the employee had a 15% loss of earning capacity, awarding permanent partial disability benefits accordingly. The workers’ compensation commissioner affirmed this decision. The employer and its insurance carrier sought judicial review, arguing that the benefits should have been calculated based on functional impairment rather than loss of earning capacity. The Iowa District Court for Polk County denied the petition for judicial review, agreeing with the commissioner’s use of the industrial method. On appeal, the Iowa Court of Appeals affirmed the district court’s judgment, holding that the industrial method was appropriate and that substantial evidence supported the finding of a 15% loss of earning capacity.The Supreme Court of Iowa reviewed the case and held that, under Iowa Code section 85.34(2)(v), when an employee with a nonscheduled injury returns to work or is offered work at the same or greater earnings as at the time of injury, compensation must be based solely on the employee’s functional impairment, not on loss of earning capacity. The court vacated the decision of the Court of Appeals, reversed the district court’s judgment, and remanded the case for calculation of benefits based on functional impairment. View "Den Hartog Industries v. Dungan" on Justia Law

A warehouse employee, Darrell McClure, claimed he was discriminated against by his employer, Corteva Agriscience, based on his disability and age. McClure, who had worked for the company for 36 years, suffered from heart attacks and had medical restrictions that limited his ability to work night shifts. Despite these restrictions, he was involved in several safety violations and incidents, leading to his termination in July 2020. McClure filed a lawsuit under the Iowa Civil Rights Act (ICRA), alleging age and disability discrimination, retaliation, and hostile work environment.The Iowa District Court for Keokuk County granted summary judgment in favor of Corteva, dismissing all of McClure's claims. McClure appealed, and the Iowa Court of Appeals affirmed the dismissal of the retaliation and hostile work environment claims but reinstated the age and disability discrimination claims, finding that there were factual disputes that precluded summary judgment.The Iowa Supreme Court reviewed the case and agreed with Corteva that McClure failed to present sufficient evidence of a qualifying disability or age discrimination. The court found that McClure did not demonstrate that his medical condition substantially limited his ability to work in a broad range of jobs, nor did he show that Corteva perceived him as disabled based on myths, fears, or stereotypes. Additionally, the court concluded that McClure did not provide adequate comparator evidence or discriminatory atmosphere evidence to support his age discrimination claim.The Iowa Supreme Court vacated the part of the Court of Appeals decision that reinstated McClure's age and disability discrimination claims and affirmed the district court's grant of summary judgment in favor of Corteva. View "McClure v. Ei Du Pont Nemours and Co." on Justia Law

A custodian for a city police department sued the city and some of its employees, claiming she experienced sexual harassment and retaliation in violation of the Iowa Civil Rights Act (ICRA). The custodian alleged that a deputy chief made her uncomfortable with his behavior and comments, and that after she reported this, she faced retaliation from her administrative manager, who threatened her and her coworkers.The Iowa District Court for Linn County denied the defendants' motions for summary judgment on the custodian's claims of sexual harassment and retaliation, except for the claim of constructive discharge. The defendants then sought interlocutory review.The Iowa Supreme Court reviewed the case and found that the alleged harassment by the deputy chief was not sufficiently severe or pervasive to support an ICRA claim. The court also determined that the alleged acts of retaliation by the administrative manager did not amount to a materially adverse action as required for an ICRA claim. Consequently, the court reversed the district court's decision and remanded the case for dismissal of the custodian's claims. View "Rheeder v. Gray" on Justia Law

Five employees of the Glenwood Resource Center (GRC), a residence for individuals with severe intellectual and developmental disabilities, left their jobs during a period when the superintendent conducted unauthorized experiments on residents. These experiments included excessive hydration to reduce pneumonia and behavioral health experiments without consent. The plaintiffs, who had different roles and left under various circumstances, sued the Iowa Department of Human Services (DHS) and other officials, alleging wrongful discharge in violation of public policy, among other claims.The Iowa District Court for Mills County dismissed all claims except for the wrongful discharge claim, which was later dismissed on summary judgment. The court found that the plaintiffs failed to identify a clearly defined public policy that was violated by their discharge. The plaintiffs appealed the summary judgment on the wrongful discharge claim.The Iowa Supreme Court affirmed the district court's decision. The court held that the plaintiffs did not demonstrate that their discharge violated a clearly defined public policy. The statutes cited by the plaintiffs, Iowa Code sections 225C.1(2) and 230A.101(1), were deemed too general to support a wrongful discharge claim. Additionally, the court concluded that Iowa Code section 70A.28, which provides remedies for state employees who face retaliation for whistleblowing, is the exclusive remedy for such claims. The court found that the plaintiffs' claims were essentially whistleblower claims and that they had not appealed the summary judgment on their section 70A.28 claims. Therefore, the court affirmed the district court's grant of summary judgment in favor of the defendants. View "Brodie v. Foxhoven" on Justia Law

Several estates filed a lawsuit against Tyson Foods Inc. and several of its corporate executives and plant supervisors, alleging gross negligence and fraud after four former workers at Tyson Foods’ pork processing plant in Waterloo died from COVID-19. The plaintiffs claimed that Tyson failed to implement adequate safety measures and misled workers about the risks of COVID-19, leading to the workers' deaths.The Iowa District Court for Black Hawk County dismissed the case, concluding that Iowa’s Workers’ Compensation Act (IWCA) provided the exclusive remedy for the estates’ claims, thus lacking subject matter jurisdiction. The court found that the plaintiffs did not sufficiently plead gross negligence to fall within an exception to the IWCA and that the claims were improperly "lumped" together without specifying each defendant's duty or claim.The Iowa Supreme Court reviewed the case and held that the plaintiffs had sufficiently pleaded gross negligence against the executive and supervisor defendants, thus falling within the IWCA’s exception. The court found that the petition provided fair notice of the claims and that the allegations met the elements of gross negligence: knowledge of the peril, knowledge that injury was probable, and a conscious failure to avoid the peril. The court also held that the fraudulent misrepresentation claims against the supervisor defendants were not preempted by the IWCA, as intentional torts fall outside its scope.However, the court affirmed the dismissal of the claims against the corporate defendants, Tyson Foods and Tyson Fresh Meats, as the IWCA’s exclusivity provisions barred any direct tort claims against employers. The court also affirmed the dismissal of the breach-of-duty claims against Adams and Jones due to waiver. The case was remanded for further proceedings consistent with the court’s opinion. View "Mehmedovic v. Tyson Foods Inc." on Justia Law

A former high school tennis coach was accused of inappropriate touching and harassment by students. The school district investigated and found no inappropriate touching or bullying but recommended the coach avoid touching players. After the investigation, the coach posted on social media, which was perceived as targeting former players. At a public school board meeting, two students expressed dissatisfaction with the investigation. The school district posted an unaltered video of the meeting online, placed the coach on paid administrative leave, and did not renew her contract. The coach requested the video be altered or removed, but the district refused.The coach filed claims of defamation and wrongful termination in violation of public policy against the school district. The Iowa District Court for Johnson County granted summary judgment in favor of the school district, finding the republication of the statements was protected by the fair-report privilege and that the coach failed to demonstrate a well-established public policy. The Iowa Court of Appeals affirmed the district court's decision.The Iowa Supreme Court reviewed the case and affirmed the decisions of the lower courts. The court held that the fair-report privilege protected the school district's republication of the students' statements made at the public meeting, as the video was an accurate and complete report of an official proceeding. The court also found that the coach did not identify a clearly defined and well-recognized public policy that was violated by her termination. Thus, the defamation and wrongful termination claims were dismissed. View "Villarini v. Iowa City Community School District" on Justia Law