Justia Labor & Employment Law Opinion Summaries

Claimant Caitlyn Wittenauer, appealed a New Hampshire Compensation Appeals Board (CAB) decision denying her workers’ compensation benefits. In 2019, Claiming injured her left shoulder lifting boxes at her job with Nike, Inc. An MRI disclosed that her “left shoulder was dislocated, with the ball joint out of place.” She received corrective surgery on December 17, 2019, followed by months of physical therapy treatments. On April 21, 2020, the claimant’s treating physician approved her return to full-time work with restrictions on lifting. She returned to work at Nike in May. The claimant received temporary total disability benefits beginning October 16, 2019, and ending May 4, 2020. On September 3, 2020, the claimant reported to her treating physician that her shoulder was feeling stiff and she was experiencing pain “when she tries to do anything overhead.” He limited her work to five hours a day with no other restrictions. On September 25, the claimant complained of pain in the left side of her neck, and her treating physician took her out of work. On November 19, the physician reported that his examination of the claimant did not demonstrate “any overt shoulder instability” and noted that the shoulder was “really significantly better since surgery and really no evidence of any gross instability.” claimant sought temporary partial disability benefits for the period September 4, 2020 to September 25, 2020, and temporary total disability benefits beginning September 26, 2020. The CAB ruled that the claimant did not meet her burden of proving by a preponderance of the evidence “that the medical treatments starting on 9/3/2020 and out of work order by [the treating physician] [was] causally related to the work injury on 8/15/2019.” On appeal, the claimant argues that the CAB erred: (1) by placing a burden upon her to demonstrate another work incident occurring between her return to work in May 2020 and her second onset of disability in September 2020; and (2) in failing to analyze and make findings as to whether her disability in September 2020 was due at least in part to the work injury she suffered in August 2019. The New Hampshire Supreme Court's review of the record supported the CABs determination. Accordingly, judgment was affirmed. View "Appeal of Wittenauer" on Justia Law

Petitioner The Lawson Group, the third-party administrator for the self-insured petitioner, Summit Packaging Systems (the employer), appealed a decision of the New Hampshire Compensation Appeals Board (CAB) that upheld a decision by respondent, the State Special Fund for Second Injuries (Second Injury Fund), to decline to reimburse The Lawson Group for benefits paid to the claimant. The employer hired the claimant in 2005 as a laborer and machine operator. The claimant was injured at work in January 2016, when she tried to catch a 65-pound spool of tubing as it fell. The claimant was out of work following the surgery, but returned in December 2016 in a modified duty capacity. In 2017, the CAB found that the claimant’s “surgery and subsequent treatment were and are related to the work injury” she suffered in January 2016. In August 2018, The Lawson Group applied to the Second Injury Fund for reimbursement. In a February 2019 letter, the Second Injury Fund denied The Lawson Group’s application because The Lawson Group had failed to: (1) establish that the claimant’s surgery constituted a subsequent disability by injury; and (2) demonstrate that the employer knew that the claimant had any permanent impairment before her surgery. Following a March 2020 hearing, the CAB upheld the Second Injury Fund’s denial of reimbursement. After a review of the CAB hearing record, the New Hampshire Supreme Court found no reversible error and affirmed the denial of reimbursement. View "Appeal of The Lawson Group, et al." on Justia Law

The State of New Hampshire appealed a New Hampshire Public Employee Labor Relations Board (PELRB) ruling that the State committed unfair labor practices when the Governor: (1) sent an email to all state employees concerning collective bargaining negotiations involving the State; and (2) refused to send the report of a neutral fact finder to the Executive Council for its consideration. After review, the New Hampshire Supreme Court concluded the State did not commit unfair labor practices, and that the PELRB erred by concluding otherwise. View "Appeal of State of New Hampshire" on Justia Law

Petitioner John Doe appealed a superior court order dismissing his petition for declaratory and injunctive relief for failure to state a claim under either RSA 105:13-b (2013) or the New Hampshire Constitution. In April 2016, while employed as a patrol officer by a town police department, Doe was investigated by that department for denying that he wrote in permanent marker on a department rain jacket. Although Doe “was led to believe” he would only receive a “verbal counseling” for what he understood to be a misunderstanding, he later found that the investigation resulted in a one-page written report. In April 2017, after leaving the department, Doe was informed by a letter from the County Attorney’s Office that, from a review of his personnel file, his name was being placed on the Exculpatory Evidence Schedule (EES). Doe did not contest his inclusion on the EES at that time, but later, Doe submitted two requests to remove his name from the EES to the Attorney General’s Office (AGO). Both requests were denied for lack of an “order or other determination” overturning the original finding of misconduct. Citing RSA 105:13-b and his right to due process under the Federal Constitution, Doe filed a petition for declaratory relief and a request for preliminary and permanent injunctions against the AGO, seeking review of his personnel file, removal from the EES, and attorney’s fees. The New Hampshire Supreme Court concluded RSA 105:13-b, II did not authorize the trial court to review the contents of an officer’s personnel file outside the scope of a particular criminal case. The Supreme Court reversed the trial court's ruling on Doe's state constitutional due process issue, and remanded for further proceedings without prejudice to Doe amending his petition given a statutory change. View "Doe v. N.H. Attorney General" on Justia Law

The New Hampshire Division of State Police (the Division) appealed a Personnel Appeals Board (PAB) order reversing the Division’s non-disciplinary removal of an employee pursuant to New Hampshire Administrative Rule, Per 1003.03, and ordering him reinstated subject to certain conditions. The Division argued the PAB: (1) erred by reversing the employee’s removal; and (2) exceeded its statutory authority by ordering the employee’s reinstatement subject to certain conditions. After review, the New Hampshire Supreme Court concluded the Division failed to meet its burden of demonstrating that the PAB’s decision to reverse the employee’s removal was clearly unreasonable or unlawful. However, the PAB exceeded its statutory authority by imposing certain conditions upon the employee's reinstatement. Accordingly, judgment was affirmed in part, and reversed in part. View "Appeal of New Hampshire Division of State Police" on Justia Law

Claimant Elba Hawes appealed a decision of the New Hampshire Compensation Appeals Board (CAB) determining that he was not entitled to workers’ compensation benefits. Claimant was employed as a “ground man” for Asplundh Tree Expert, LLC. In November 2019, claimant and his fellow workers were working at a job site that was approximately 10-15 minutes away from a sandpit in Conway, where they punched in and punched out. On November 1, claimant reported to work for his regular 7:00 a.m. to 4:00 p.m. shift, punched in, left his personal vehicle at the sandpit, and traveled with his coworkers to the job site in company trucks. Because of an impending storm, the employer told its workers to stop work at noon, punch out, and go home and rest for the afternoon so they could return to the sandpit at 8:00 p.m. for storm cleanup activities through the night. It was not uncommon for the work schedule to change because of weather. As instructed, claimant left the job site with his coworkers, returned to the sandpit, and punched out at noon. Soon after driving away from the sandpit in his personal vehicle, the claimant was severely injured in a vehicular accident that was not his fault. Because of his accident-related injuries, the claimant was disabled from work from November 1, 2019, through February 9, 2020. The employer’s insurance carrier denied benefits on the ground that claimant’s injuries were not causally related to his employment. At claimant’s request, the matter was heard by a New Hampshire Department of Labor hearing officer, who ruled in the carrier’s favor. Claimant argued his injuries were compensable under the “special errand” exception to the coming and going rule. To this, the New Hampshire Supreme Court concurred: although it was not uncommon for the work schedule to change because of weather, the claimant’s trip home at noon was not part of his regular schedule. The claimant would not have left work at noon but for the employer’s direction to do so. Judgment was reversed and the matter remanded for further proceedings. View "Appeal of Hawes" on Justia Law

Petitioner State Employees’ Association of New Hampshire, Inc. SEIU, Local 1984 (SEA), and intervenors New Hampshire Troopers Association, New Hampshire Troopers Association-Command Staff, New Hampshire Probation and Parole Officers Association, and New Hampshire Probation and Parole-Command Staff Association, appealed a Public Employee Labor Relations Board (PELRB) order denying petitioner’s request for declaratory relief. They argued the PELRB erred by ruling that the state legislature’s vote accepting a fact-finder’s report and recommendations pursuant to RSA 273-A:12, III (2010) was not binding upon respondent State of New Hampshire. In 2018, the unions and the State began negotiating the terms of a multi-year collective bargaining agreement. After the negotiations reached an impasse, the parties proceeded to impasse resolution procedures and engaged a neutral fact finder to assist them with resolving their disputes. The unions accepted the fact-finder’s report, but the Governor did not. In addition, the Governor declined to submit the report to the Executive Council for its consideration. The parties treated the Governor’s actions as a rejection of the report pursuant to RSA 273-A:12, II; from there the matter was submitted to the legislature. The legislature voted to adopt the fact-finder’s report. The unions took the position that the legislature’s vote was binding upon the State with respect to the cost items set forth in the report. The State took the opposite position, asserting that the legislature’s vote was merely advisory and did not result in a binding agreement between the parties. The New Hampshire Supreme Court concluded that the legislature’s vote was advisory and did not bind the State. View "Appeal of New Hampshire Troopers Association et al." on Justia Law

The issue this case presented for the New Hampshire Supreme Court arose from the New Hampshire Division of State Police's decision to terminate State Trooper Thomas Owens after an internal investigation. The Trooper appealed his termination to the New Hampshire Personnel Appeals Board (PAB), which reinstated him. The Division appealed, arguing that the PAB’s reinstatement of the Trooper was unjust and unreasonable because he was no longer qualified to be a state trooper. It also argued that the PAB erred as a matter of law when it reinstated the employee in contravention of public policy. Finding no reversible error, the Supreme Court affirmed the PAB. View "Appeal of New Hampshire Division of State Police" on Justia Law

Plaintiff Keene School District appealed a superior court decision denying the School District’s petition to modify, correct or vacate an arbitrator’s award. The arbitration arose from grievances lodged by two teachers claiming that the School District’s 120-day delay in paying early retirement benefits violated the collective bargaining agreement (CBA) between the School District and the defendant, Keene Education Association (Association). The arbitrator concluded that the School District’s delay violated the CBA. Finding no reversible error, the New Hampshire Supreme Court affirmed the superior court. View "Keene School District v. Keene Education Association, NEA-NH" on Justia Law

Plaintiff Scott Paine appealed a superior court decision granting judgment on the pleadings for his employment discrimination claim against defendant, Ride-Away, Inc. Plaintiff suffered from Post-Traumatic Stress Disorder (PTSD) for many years, which substantially limited a major life activity. He was employed by defendant at its facility in Londonderry, New Hampshire as an automotive detailer in May 2018. In July 2018, his physician prescribed cannabis to help treat his PTSD, and plaintiff enrolled in New Hampshire’s therapeutic cannabis program. Plaintiff submitted a written request to defendant for an exception from its drug testing policy as a reasonable accommodation for his disability. Plaintiff explained that he was not requesting permission to use cannabis during work hours or to possess cannabis on defendant’s premises. Plaintiff was informed that he could no longer work for the company if he used cannabis. After plaintiff notified defendant that he was going to treat his PTSD with cannabis, his employment was terminated in September 2018. Plaintiff sued for employment discrimination, based on defendant’s failure to make reasonable accommodation for his disability. Defendant moved for judgment on the pleadings, asserting that, because marijuana use was both illegal and criminalized under federal law, the requested accommodation was facially unreasonable. After a hearing, the trial court granted defendant’s motion. The sole question before the New Hampshire Supreme Court was whether the court erred in ruling that the use of therapeutic cannabis prescribed in accordance with New Hampshire law could not, as a matter of law, be a reasonable accommodation for an employee’s disability under RSA chapter 354-A. The Supreme Court held the trial court erred in determining that the use of therapeutic cannabis prescribed in accordance with RSA chapter 126-X could not, as a matter of law, be a reasonable accommodation for an employee’s disability under RSA chapter 354-A. "[P]laintiff’s disability is PTSD, not the illegal use of or addiction to a controlled substance." Judgment was reversed and the matter remanded for further proceedings. View "Paine v. Ride-Away, Inc." on Justia Law