Justia Labor & Employment Law Opinion Summaries

Under the Workers’ Compensation Act (Act), the amount of compensation due to a “covered employee” - which may include a sole proprietor - who has a “permanent total disability resulting from an accidental personal injury” is based on the employee’s “average weekly wage” (AWW). At issue in this case was how to calculate the AWW of a sole proprietor who elects coverage for an accident personal injury under the Act. Petitioner, a self-employed sole proprietor who elected to obtain workers’ compensation coverage as a covered employee, was injured while working as a subcontractor. The Workers’ Compensation Commission issued an award of compensation, but the parties disputed the amount of compensation due. The Commission ultimately calculated Petitioner’s AWW based on his net profit rather than his gross receipts. The circuit court and Court of Special Appeals affirmed. The Court of Appeals affirmed, holding that the AWW of a sole proprietor who elects coverage under the Act is calculated based on the sole proprietorship’s net profit, not on the sole proprietorship’s gross receipts or gross income. View "Long v. Injured Workers' Ins. Fund" on Justia Law

Adkins started working at PRMC in 2005, delivering and organizing supplies. In April 2011, Adkins went to PRMC’s emergency room after experiencing pain. Adkins was diagnosed with a tear in the joint of her hip and a deformation in her hip socket. She scheduled surgery and completed paperwork under the Family and Medical Leave Act, 29 U.S.C. 2612, stating that she would return to work in October 2011. PRMC approved Adkins’s leave, explaining that her 12-week FMLA leave would expire on November 17, 2011, After surgery, Adkins’s pain intensified. Doctors advised that recovery could take up to a year. On November 7, 2011, Adkins returned to work, stating that she was still in pain and would be unable to fulfill her job responsibilities that day. An “Employee Charting Note” states that “[a]ll parties” agreed that Adkins could not return to work; that Adkins had “been educated on FMLA and to start looking at job postings,” and that Adkins reported having applied for a position. PRMC granted a 14-week extension, after which Adkins was terminated. Adkins unsuccessfully applied to positions. The trial court rejected her suit under the Maryland Fair Employment Practices Act, Code 20-601 on summary judgment. The Court of Appeals reversed, finding disputes of material fact with respect to whether: Adkins was qualified to perform the essential functions of a specific job with or without a reasonable accommodation, and whether Adkins was terminated because of her disability. View "Peninsula Regional Med. Ctr. v. Adkins" on Justia Law

In two cases before the Workers’ Compensation Commission, the Commission concluded that under Md. Code Ann. Lab. & Empl. 9-806, the amount owed to the Subsequent Injury Fund (SIF) by the employers in these cases - the Maryland Transit Administration (MTA) and Baltimore County - is 6.5 percent of the Commission’s award of compensation prior to the deduction of any statutory offset. The circuit courts affirmed the decisions of the Commission. The Court of Special Appeals affirmed. The MTA and the County each filed a petition for writ of certiorari with the Court of Appeals. The Court of Appeals granted certiorari in both cases and consolidated them in this opinion to address the question of whether the SIF assessment under section 9-806 should be calculated based on the amount of an award prior to the statutory offsets granted by Md. Code Ann. Lab. & Empl. 9-610 and 9-503(e). The Court answered the question in the affirmative and affirmed the judgment of the Court of Special Appeals. View "Injured Workers' Ins. Fund v. Subsequent Injury Fund" on Justia Law

Prince George’s County terminated the employment of Marlon Ford, a member of the County Police Civilian Employees Association, after a criminal investigation during which Ford was questioned regarding alleged crimes. The Association filed a grievance on Ford’s behalf. An arbitrator vacated the termination of Ford’s employment, determining that the County had violated a collective bargaining agreement (CBA) between the County and the Association because officers of the county police department failed to advise Ford of his right to have a representative from the Association present during the criminal investigative interview. The Court of Special Appeals vacated the arbitration award. The Court of Appeals affirmed in part and reversed in part, holding (1) under the County’s code, the County lacked the authority to enter into a CBA that requires a Weingarten advisement before a criminal investigative interview of one of the County’s police civilian employees; and (2) therefore, the arbitrator the arbitrator exceeded his authority by basing the arbitration award on the determination that the County violated the CBA because its police officers failed to make a Weingarten advisement. View "Police Civ. Empl. Ass'n. v. Prince George's Co." on Justia Law

While living in Maryland, Petitioner opened a personal line of credit and a credit card account with Respondent. Respondent later filed two complaints against Petitioner in a Maryland district court, one for the outstanding balance on the credit card account and the other for the amount owed on the line of credit. At the time of the filings, Petitioner was living and working in Texas. Respondent was awarded default judgments. Respondent subsequently secured two writs of garnishment in the same actions from the district court. The writs were served on the resident agent of Petitioner’s employer. Petitioner moved to quash the writs, arguing that his wages earned solely for work he performed in Texas were not subject to garnishment in Maryland. The district court denied the motions to quash. The Court of Appeals affirmed, holding that the district court in its continuing and ancillary jurisdiction properly ordered Petitioner’s wages earned in Texas to be subject to garnishment served upon Petitioner’s employer because of the employer’s continuous and systematic business in Maryland. View "Mensah v. MCT Fed. Credit Union" on Justia Law

A local public school superintendent decided to terminate a school nurse, who was a “noncertificated” employee. The school nurse challenged her termination by way of a grievance process set forth in a collective bargaining agreement (CBA) between the school board and a union. The superintendent denied the grievance, asserting that the termination was an illegal subject of collective bargaining. The union, on behalf of the school nurse, made a demand for arbitration. The school board filed a motion for injunctive relief seeking to enjoin the arbitration. The Maryland State Board of Education (State Board) and the Public School Labor Relations Board (PSLRB) both issued opinions in the matter. The circuit court affirmed the decision of the State Board, which concluded that the binding arbitration provision of the CBA was illegal, and reversed the decision of the PSLRB, which came to the opposite conclusion. The court of special appeals reversed, holding that the PSLRB was the entity with the jurisdiction to resolve the dispute. The Supreme Court affirmed, holding that the termination of a noncertificated employee is a proper subject of binding arbitration pursuant to a collective bargaining agreement. View "Bd. of Educ. v. Howard County Educ. Ass'n" on Justia Law

Petitioner was terminated from her position as the Clerk-Treasurer of the Town of Hurlock two and one-half years after she entered into a written employment agreement with the Mayor-elect. Under the employment agreement, Petitioner was to serve a four-year term. Petitioner brought this action against Respondent, the Town, alleging breach of contract and seeking damages and other relief. The circuit court dismissed the complaint, concluding that the four-year term of employment in the agreement was inconsistent with the Town Charter and therefore ineffective. The Court of Special Appeals affirmed. The Court of Appeals affirmed, holding (1) the language of the Town Charter means that an official like the Clerk-Treasurer is an at-will employee; and (2) the Mayor and Council of Hurlock lacked authority under the Town Charter to enter into an agreement conferring a fixed term of employment in this case. View "Clough v. Mayor & Council of Hurlock" on Justia Law

The question before the Court of Appeals in these three consolidated cases was the appropriate method for crediting payments made under a workers’ compensation award when that award is increased on appeal. At issue was whether the credits should be computed on the basis of the number of weeks paid or the amount of money expended. The Court of Appeals resolved the issue in favor of the workers in each case by relying on legislation passed specifically to supersede earlier decisions of the Court, holding that, when crediting an employer/insurer for payments made under a workers’ compensation award that is subsequently amended, credit should be given for the total amount of dollars paid under the initial award. View "W.R. Grace & Co. v. Swedo" on Justia Law

After Elms Construction Company, owned by Richard Elms (Elms), began installing windows and doors for Renewal by Anderson (Renewal), Elms fell from a ladder and injured his right foot. Elms filed a workers’ compensation claim with the Workers’ Compensation Commission, alleging that he was Renewal’s common law employee at the time of the injury. The Commission concluded that Elms was an independent contractor, rather than a common law employee of Renewal, and was therefore not entitled to collect workers’ compensation benefits. The circuit court reversed, concluding that Elms was Renewal’s common law employee. The court of special appeals vacated the circuit court’s opinion and remanded. The Supreme Court vacated the court of appeals’ opinion and remanded with directions to affirm the circuit court’s judgment, holding (1) the Commission misconstrued the law as applied to the facts when it concluded that Elms was an independent contractor and not an employee of Renewal; (2) the court of special appeals erred when it held that a statutory employment analysis under section 9-508 of the Workers’ Compensation Act must precede a common law employment analysis; and (3) by application of the common law to the facts of this case, Elms was Renewal’s employee at the time of the accident. View "Elms v. Renewal by Anderson" on Justia Law

Joy Friolo was hired by Douglas Frankel, a physician, to handle his billing and collections. After Friolo was discharged, she filed a complaint against Frankel and his practice, claiming that Frankel did not pay her for certain overtime and bonuses. A jury entered a verdict in favor of Friolo. The parties then began a protracted dispute over attorney fees. Ultimately, on the third appeal, the court of special appeals awarded fees for the trial stage of the litigation and for appellate work for a total of $45,041. In coming up with this figure, the court used an unprecedented mathematical formula for determining how attorneys’ fees in this case only should be calculated based on the arithmetic relationship among the amount of the claim, settlement demands and offers, and ultimate judgment. The Court of Appeals vacated the judgment of the court of special appeals, holding that the lower appellate court erred in its approach. Remanded. View "Friolo v. Frankel" on Justia Law