Justia Labor & Employment Law Opinion Summaries

The Supreme Court affirmed the judgment of the court of appeals concluding that Plaintiff's claim that his employer failed to reasonably accommodate his disability was viable and that Plaintiff did not meet the elements required for a retaliation claim but reversed the court of appeals' judgment that Plaintiff did not plead a disability-discrimination claim under Tex. Lab. Code 21.051, holding that Plaintiff's pleadings gave fair notice of a claim for discrimination under section 21.051.After Plaintiff exhausted his five months of sick leave while recovering from surgery the Texas Department of Transportation (TxDOT) terminated him. Plaintiff sued under the Texas Commission on Human Rights Act (TCHRA). TxDOT filed a motion to dismiss, which the trial court denied. The court of appeals affirmed in part and reversed in part, holding (1) Plaintiff raised a genuine issue of material fact with respect to his failure to accommodate claim; (2) Plaintiff could not make a prima facie case of retaliation; and (3) Plaintiff's pleadings gave fair notice of a claim for discrimination under section 21.051. View "Texas Department of Transportation v. Lara" on Justia Law

The Supreme Court reversed the decision of the court of appeals affirming the judgment of the trial court against Employer on Employee's claim of retaliation based on the jury's finding that Employer discharged Employee for complaining in an email of gender discrimination, holding that there was no evidence that but for Employee's complaining of gender discrimination in her email she would not have been terminated when she was.At issue in this case was whether the standard of proof has been met when an employee claims that but for his protected conduct, his employer's prohibited retaliatory conduct would not have occurred when it did. Here, the Supreme Court explained the role that several factors play in applying the causation standard when the evidence shows that the employer took action against the employee for a legitimate reason unrelated to the employee's protected conduct. The Supreme Court ultimately rendered judgment for Employer, holding that there was no evidence to support the jury's finding that but for Employee's complaint of gender discrimination in her email Employer would not have terminated her employment when it did. View "Apache Corp. v. Davis" on Justia Law

The Supreme Court affirmed in part and reversed in part the decision of the court of appeals concluding that the Commissioner of Education had jurisdiction over a group of teachers' grievances and that some of the grievances were untimely and others were timely, holding that the grievances were timely filed.Teachers at Dallas Independent School District (DISD) objected to the district's method of evaluating teacher performance and filed grievances. DISD denied the grievances as untimely. The Teachers appealed to the Commissioner, who concluded that the untimely presentation of the grievances to the school board deprived him of jurisdiction. The district court affirmed. The court of appeals affirmed in part and reversed in part. The Supreme Court affirmed in part and reversed in part, holding (1) the Commissioner had jurisdiction to hear the appeal of the Teachers' grievance; (2) the Teachers' grievance was timely filed with DISD, and therefore, the portion of the court of appeals' judgment upholding the dismissal of portions of the grievance as untimely was erroneous; and (3) the portion of the court of appeals' opinion reversing the dismissal of part of the grievance is affirmed. View "Davis v. Morath" on Justia Law

The Supreme Court reversed the judgment of the court of appeals holding that a fact issue existed as to whether a general contractor on a construction project owed a duty of care to its independent contractor's employee who was injured on the job, holding that no genuine issue of material fact existed regarding the existence of a duty.The trial court entered judgment in favor of the general contractor, concluding that there was no evidence to support the negligence elements of duty, breach, and causation. The court of appeals reversed as to the negligence claim, concluding that a fact issue existed regarding whether the contractor exercised actual control and thus owed the employee a duty, whether the contractor breached that duty, and whether the contractor's breach proximately caused the employee's injuries. The Supreme Court reversed, holding that the contractor owed the employee no duty as a matter of law. View "JLB Builders, LLC v. Hernandez" on Justia Law

The Supreme Court reversed the decision of the court of appeals reversing the judgment of the trial court granting summary judgment for Defendant in this workers' compensation case, holding that Plaintiff qualified as Defendants' employee under the Workers' Compensation Act, and therefore, the Act's exclusive remedy provision barred Plaintiff's claims.Plaintiff was an employee of a temporary staffing agency when he was injured while on assignment to a client of the agency. The staffing agency provided workers' compensation benefits. Plaintiff then sued Defendant, the client for whom he performed the work, alleging common-law negligence. The trial court granted summary judgment in favor of Defendant. The court of appeals reversed. The Supreme Court reversed, holding that summary judgment for Defendant was appropriate. View "Waste Management of Texas, Inc. v. Stevenson" on Justia Law

The Supreme Court conditionally granted mandamus relief in this arbitration dispute, holding that the trial court abused its discretion in determining that pre-arbitration discovery was warranted in this case.After Plaintiff's employment was terminated she sued Defendant, her former employer, claiming discrimination and retaliation. Defendant moved to compel arbitration pursuant to the company's employee handbook acknowledgment and agreement, which contained an arbitration agreement. At issue was Plaintiff's second motion to compel pre-arbitration discovery claiming that an enforceable arbitration agreement did not exist. After the trial court granted the motion Defendant sought mandamus relief. The court of appeals denied the motion. The Supreme Court conditionally granted mandamus relief, holding that the trial court clearly abused its discretion in ordering pre-arbitration discovery because Plaintiff failed to provide the trial court with a reasonable basis to conclude that it lacked sufficient information to determine whether her claims were arbitrable. View "In re Copart, Inc." on Justia Law

The Supreme Court reversed the judgment of the court of appeals remanding this medical fee dispute between a health care provider and a worker's compensation insurance carrier over the proper amount of reimbursement for services rendered to a covered patient, holding that that administrative law judge (ALJ) who heard the case properly applied the rules of the Texas Department of Insurance, Division of Workers' Compensation in allocating the burden of proof.The provider initiated a dispute resolution proceeding, and the Division determined that the provider was entitled to more than the carrier believed was due. The Division ordered the carrier to pay the additional amount. The State Office of Administrative Hearings (SOAH) upheld the Division's determination. The court of appeals reversed, holding that the ALJ erred in placing the burden of proof on the carrier at the SOAH hearing and that the error prejudiced the carrier's substantial rights. The Supreme Court reversed, holding that the ALJ properly applied the Division's rules in concluding that the carrier had failed to meet its burden of proof. View "Patients Medical Center v. Facility Insurance Corp." on Justia Law

The Supreme Court reversed the judgment of the court of appeals affirming the judgment of the trial court denying the plea to the jurisdiction filed by Defendant, a governmental employer, and dismissed Plaintiff's age-discrimination claim for lack of jurisdiction, holding that the Texas Commission on Human Rights Act did not waive Defendant's sovereign immunity from this suit.Plaintiff sued for age discrimination. Defendant filed a plea to the jurisdiction. The trial court denied the plea, and the court of appeals affirmed. The Supreme Court reversed, holding (1) Plaintiff failed to submit legally sufficient evidence to establish a prima facie case of discrimination; and (2) because the legislature has not waived governmental immunity in the absence of such evidence, Plaintiff's age-discrimination claim must be dismissed for lack of jurisdiction. View "Texas Tech University Health Sciences Center-El Paso v. Flores" on Justia Law

The Supreme Court affirmed the court of appeals' judgment notwithstanding the verdict but reversed its remand in the interest of justice, holding that the court of appeals correctly concluded that the evidence did not show that Employer believed that its actions were substantially certain to injure Plaintiff and that remand was not appropriate.Plaintiff was injured in a workplace accident. Plaintiff received workers' compensation medical and disability benefits for his injuries. Plaintiff then sued Employer for negligence and gross negligence, arguing that the common-law exception to the rule that the Texas Workers' Compensation Act is the exclusive remedy for employees who sustain nonfatal work-related injuries requiring that the defendant have a specific intent to injure the plaintiff applied. The jury entered a verdict in favor of Plaintiff, and the trial court entered judgment on the jury's verdict. The court of appeals reversed and rendered judgment for Employer. The Supreme Court affirmed the court of appeals' judgment notwithstanding the verdict and reversed its remand in the interest of justice, holding that the evidence confirmed that the accident fell short of a "genuine intentional injury." View "Berkel & Co. Contractors, Inc. v. Lee" on Justia Law

In this dispute over the amount that air ambulance providers may recover from workers' compensation insurers, the Supreme Court held that Texas law requiring that private insurance companies reimburse the fair and reasonable medical expenses of injured workers is not preempted by a federal law deregulating aviation and that federal law does not require Texas to mandate reimbursement of more than a fair and reasonable amount for air ambulance services.PHI Air Medical, LLC, an air ambulance provider, argued that the federal Airline Deregulation Act (ADA) preempted the Texas Workers' Compensation Act's (TWCA) fee schedules and reimbursement standards. An administrative law judge held that PHI was entitled to reimbursement under the TWCA's standards. On judicial review, the trial court declared that the ADA did not preempt the TWCA's reimbursement provisions. The court of appeals reversed. The Supreme Court reversed, holding (1) because the price of PHI's service to injured workers is not significantly affected by a reasonableness standard for third-party reimbursement of those services, the ADA does not preempt that standard; and (2) the ADA does not require that Texas compel private insurers to reimburse the full charges billed for those services. View "Texas Mutual Insurance Co. v. PHI Air Medical, LLC" on Justia Law